Two or three limitations of reports from arbitrators placed in management or organizations for job applicants could be bias toward the candidate or lack of sufficient information about the attributes the organization wants to know about the potential candidate.
Organizations address this burden by seeking greater reference from the candidate through their posture and past decisions, in addition to conducting a more structured interview process to fill the gap in an arbitrator report.
An organization that will hire employees to fill strategic positions knows that this is a more sensitive process, as these positions require greater accountability and reliability.
Therefore, it is necessary to investigate the candidate's career and carry out a more structured selection process to choose an employee with the profile most aligned with the organization.
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