Job analysis and exit interview can confirm the nature and contribution of the job role which may often turn out to be more complex than originally thought. This is useful for recruiters and applicants. Job analysis generates job prospectus information needed by applicants . It is known to be prone to unhelpful subjectivity, stereotyping and premature judgements. Without proper definition of job requirements, performance criteria and competences required, recruiters may fall into the trap of selecting on the basis of false assumptions.
Managers involved in recruitment can be very smug.
Sometimes they haven't even thought of a candidate profile at all but merely go on some personal whim of their own. The outcome may be that a poor fit between the job and the capacity of a new starter. They may be too good for the job, not capable of doing it or simply the job is ill-suited to their needs and interests. We may apply invalid, irrelevant criteria which applicants from, say, female or particular ethnic groups, are less able to satisfy. Discrimination can be direct or indirect.