In a completely random spread is should be able to discard 90% of the applications without even looking at them. That's you dart-board approach.
In order to improve the odds though one can apply some reasonable filter. Any filter that does a better job of improving the dart board odds is, by definition, better than a dart board.
Now different jobs benefit from different filters. If I'm applying to do a job that takes a high-functioning brain, then it makes sense to apply a filter that already clasifying people based on mental ability.
It's important to understand that the goal is not to find the best 20 people. The goal is not to even find the best person. (because after some level the notion of "best" is highly subjective.) the goal of a recruiter is to find someone who is capable, and is good at the job.
The goal of you, the person trying to get hired, is to get past the filters. You may think you're the "best" person for the job ( but how would you know without yourself interviewing the other 199?)
Some filters, like a college degree, are hard to overcome. Because I can completely ignore you and still succeed in my task of hiring someone. To be honest what -you- think of my filter(s) is irrelevant. I'm not out to find every quality candidate - just fining 1 is sufficient.
If you find you are being negatively affected by hiring filters then you need to be creative about overcoming that.
You wouldn't filter out people who have no experience or knowledge of the job field? So if you have a grocery store bagger with no other job experience or schooling applying for a highly technical position that also requires managing 20 people and budgeting several million dollars, you would interview them?
In order to improve the odds though one can apply some reasonable filter. Any filter that does a better job of improving the dart board odds is, by definition, better than a dart board.
Now different jobs benefit from different filters. If I'm applying to do a job that takes a high-functioning brain, then it makes sense to apply a filter that already clasifying people based on mental ability.
It's important to understand that the goal is not to find the best 20 people. The goal is not to even find the best person. (because after some level the notion of "best" is highly subjective.) the goal of a recruiter is to find someone who is capable, and is good at the job.
The goal of you, the person trying to get hired, is to get past the filters. You may think you're the "best" person for the job ( but how would you know without yourself interviewing the other 199?)
Some filters, like a college degree, are hard to overcome. Because I can completely ignore you and still succeed in my task of hiring someone. To be honest what -you- think of my filter(s) is irrelevant. I'm not out to find every quality candidate - just fining 1 is sufficient.
If you find you are being negatively affected by hiring filters then you need to be creative about overcoming that.