It was helpful. The three best candidates on paper were easier to spot. Areas where more information was needed on various candidates were highlighted. This process alone illustrates the fuzzy nature of the decision-making process. The job criteria had been defined but to sift through the allplication forms the number of criteria needed to be reduced - there were too many variables.
Rigid programmes can end interviews abruptly and arbitrarily.
At the same time programmes can be too loose and involve excruciatingly stressful, embarrassing delays and waiting periods. Ritualists might argue that this is essential to the theatre of selection and organisational initiation. Such ideas are nonsense. Unnecessary waiting serves no purpose other than administrative convenience for the organisation and gives a bad impression. Good candidates may be lost because of it.