The following is adapted from “Fireproof” by Mike Morse
Not many people enjoy taking tests when applying for a new job. They aren’t used to it, and assessments, whether for IQ, behavioral tendencies, cognitive skills, or more, are time consuming and stressful. On the other side, many firms avoid giving tests to potential new hires for fear of discrimination accusations, cost or doubts about usefulness.
However, if your firm can overcome the aversions you might have to testing job candidates, you’ll find that they can reveal a wealth of information that lets you make more informed decisions about the people you hire. Without this extra information, you might make the mistake of hiring someone who doesn’t fit with your company culture or lacks the skills you need.
To avoid these mistakes, you should employ a variety of tests as a fundamental part of your hiring process.
