Recruitment Tests – Friend or Foe?

Today, it's common to use tests in recruitment processes. Typically, you are asked questions about how you behave in various workplace situations, or you might need to figure out which abstract symbol logically follows a series of others.

Filling out recruitment tests can take a very long time, especially if they are not time-limited. On the other hand, if they are timed, they can be perceived as very stressful.

Sometimes you need to complete tests already when applying, and sometimes it’s towards the end of the recruitment process.

Job seekers often find it particularly annoying to have to complete tests at the application stage. If you're applying for multiple jobs, it takes up a lot of your time since you usually can't reuse tests you've already completed, even from the same test provider.

Are recruitment tests good at finding the right person for the job? The answer is no. Here are some reasons why:

• The employer is not entirely clear on what kind of person they are actually looking for, so they measure the test results against a fantasy.
• The validity of even the best tests is limited, leaving room for errors.
• Did you have a bad night's sleep? Then you'll likely perform worse than usual.
• It's easy to cheat. (It is NOT easy to cheat in an interview that hopefully follows the tests, so don't even try)
• The mere thought of having to fill out tests can deter people from even applying for the job.

Still, I believe that recruitment tests are good to use. Why?

• We humans are terrible at evaluating ourselves and each other. Tests, after all, are better at describing a person than we are.
• Tests are free from discrimination. People are not. The so-called gut feeling is worryingly often linked to your own cultural and social background.
• Most modern tests have tools that help recruiters develop a desired personality profile for the specific position (they are certainly not perfect, but a helpful start).
• A recruitment process can require a lot of social skills that may not even be necessary for the job in question (I think candidates should be helped in the tough interview situation, but not everyone does. Many scientists and technicians tend to be introverted and hate having to "sell themselves").

I often hear comments that recruiters are bad at seeing a candidate's potential. Tests look beyond knowledge and experience and focus on personality and talents.

Why are recruitment tests your friend? They increase the chances that an employer will notice your potential. They also increase the chances that you will get a job that suits you.

I personally don't use recruitment tests at the application stage, but that's because I usually recruit such niche specialists that I need to talk to everyone with reasonable qualifications. I understand that employers receiving thousands of applications need to have an initial screening based on tests.

In short: Tests are not perfect, but they are better than many other methods.