Used the topgrading approach, which goes beyond the standard interview (approx. 2-3 hours)...allows hiring managers to learn more about the candidate while gauging potential to succeed and help the organization. The process is extensive and can seem daunting but I believe it serves its purpose when looking for candidates. The process requires candidates to be honest, especially for candidates who may embellish or over exaggerate their resume. This process will most definitely sniff out the candidates who may be dishonest during the process or may not be as serious about the opportunity. I think the interview style encourages candidates to be self aware and honest about their career history, their performance in past organizations, their relationships with prior coworkers and managers, career goals, and their perception of themselves as an employee (not that it has any bearing on being hired or not)...the process promotes high honesty and self awareness. Fakers will be sniffed out just because the process and questions are inward looking. Collective series of phone interviews, one-on-on interviews and panel interviews. Even in the panel interview, the hiring manager fostered an environment that was relaxing and laid back, which made it easier for me to be my natural self, free of interview jitters. It absolutely promotes employees having an active role in their own career development and progression, with general awareness about how that progression could look for each candidate.