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Company Adopts Stupid Applicant Screening Test, Employees Show How Ridiculous It Is By Taking It
Recently, Twitter user @TheWrongNoel posted a thread that highlights the importance of interdepartmental communication within an organization. They told a story about their friend struggling to find an employee for their team only to discover that HR had dismissed quite a few good candidates.
The reason was the applicants failed the new screening test. Since they had all the necessary expertise on paper, the employee of ten years decided to perform the HR task themselves. They didn’t do so well, to put it lightly.
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Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
Image credits: TheWrongNoel
“When you boil it down, the bulk of work that falls into HR is aimed at keeping your current, former and prospective employees from suing the company. Said differently, HR is all about risk reduction,” alent Partner at Drive Capital wrote on HuffPost. “I’m not diminishing the importance of this work. A mature business must do all of these things well. Just like a mature business needs to maintain accurate and organized accounting records. But the skills and mindset of someone who thinks all day long about creating and following rules do not fit the mindset required to succeed in recruiting (or anything talent-related, really). Would you put an accountant in charge of customer acquisition? Probably not. So why put an HR person in charge of talent acquisition?”
Hatta said that the “H” in HR has been missing for some time. “Good recruiting is all about people. In fact, companies are nothing more than a collection of people organized around a shared set of strategies, principles, products, and customers. Not processes. When business leaders understand this, they not only become better recruiters, they create more successful businesses.”
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What do you think ?
Nunya 5 years ago
Shoutout to any HR person reading this: These types of tests are c**p. Here's why: When a person is harried and rushed with a single question, they will often make a decision that is not their best decision. Because they felt rushed. The more questions they have to answer in a hurry, the more and more likely they will make even more poor decisions, sometimes to the point of catastrophic. In real life work situations, there are very few NOW NOW NOW moments where one has to make a decision so vital that they can't take at least ten minutes to make a decision. To force candidates into that kind of situation is not right. And, when we talking about personality, no computer is going to measure that correctly. The candidate is going to answer what they THINK the HR people want to hear rather than what they really feel or think. Which will lead to "wrong" answers that fail them. Try hiring HR people who are good at researching their work histories. Better results that way.
Karina Tóth 5 years ago
HR person here. Personality test is recruitment is so wrong on so many levels. Yes personality matters but have anninterview for god's sake!
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MRK 5 years ago
This happened to my wife...she tried for a permanent position at a company she had been doing contract work at for 3 years. She'd be doing the exact same work, just a different pay source. There was a math test involved in the interview process, which she failed because it was all College stuff she hadn't done in years and never used in her job. Her boss wanted to know why she hadn't gotten the job. She told him about the math test, which he took and also failed. She now has a permanent posting and the Math test is gone. Wish more bosses were like that!
Nunya 5 years ago
Shoutout to any HR person reading this: These types of tests are c**p. Here's why: When a person is harried and rushed with a single question, they will often make a decision that is not their best decision. Because they felt rushed. The more questions they have to answer in a hurry, the more and more likely they will make even more poor decisions, sometimes to the point of catastrophic. In real life work situations, there are very few NOW NOW NOW moments where one has to make a decision so vital that they can't take at least ten minutes to make a decision. To force candidates into that kind of situation is not right. And, when we talking about personality, no computer is going to measure that correctly. The candidate is going to answer what they THINK the HR people want to hear rather than what they really feel or think. Which will lead to "wrong" answers that fail them. Try hiring HR people who are good at researching their work histories. Better results that way.
Karina Tóth 5 years ago
HR person here. Personality test is recruitment is so wrong on so many levels. Yes personality matters but have anninterview for god's sake!
Load More Replies... MRK 5 years ago
This happened to my wife...she tried for a permanent position at a company she had been doing contract work at for 3 years. She'd be doing the exact same work, just a different pay source. There was a math test involved in the interview process, which she failed because it was all College stuff she hadn't done in years and never used in her job. Her boss wanted to know why she hadn't gotten the job. She told him about the math test, which he took and also failed. She now has a permanent posting and the Math test is gone. Wish more bosses were like that!
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