Do it right or don't do it at all

The best companies are built by talents. And the key to their success is a well-built process of the talents search. But why during the interview there is only 1 lucky candidate out of 10 carefully selected people and only because the deadlines passed. Maybe that happens because we focus more on process than on result? Or because, instead of applying different criteria for every person, we forget about constant and effective communication with a candidate? To dot the " i's" in "soft skills" checking, in my talk I will share my own experience of the behavioral interview as the main effective tool to reveal "the right person"