So here is a little different take on the “new Corporate America”
I gripe about unprepared, lazy, selfish, entitle brat kids that are not willing to work. Well, look at what “we” are now doing at a corporate level. I am so freak’n shocked that a HR dept. would sink to such an automated level of a hiring practice. Especially when its a teaching position for children with disabilities. Can you really expect to hire best of class people and know your going to get the interaction level required to benefit a child from a dam test score :???::???::???:
Those ‘tests’ really can help HR departments weed through thousands of applicants(especially at large corporations). The problem is they can be extremely biased if the algorithms aren’t audited/tuned properly.
“Weapons of Math Destruction” goes into it quite a bit, but they rely on historical data to determine who has the best ‘potential’ at a company. So what happens when your company has a history of promoting white males much more frequently than females or minorities? Your algorithm would be basing someone’s ‘potential’ on who historically ‘succeeded’ at your company.
That’s great if your company evaluated performance and promoted for legitimate reasons. If not, your algorithm will score all those white dudes high and anyone that doesn’t look like them will get bumped down the list. (as an example, not all companies only promote white dudes).
I’ve always felt that if those ‘personality’ tests were used for much more than ‘weed out the psychos’ then they are probably doing something wrong. Kind of a ‘there isn’t a right answer but there’s definitely a wrong one’ situation.
My current position I had to do one of those and they sent it to me at 7 PM the night before an 8 AM in person psych evaluation, with a message of “This will take 2-3 hours, you MUST complete this before coming to your in person psych evaluation.” I think it was one of those ‘see how he reacts to a crappy situation’ type deals, pretty annoying.