My anecdotal experience with GMA tests is that hiring processes already use proxies for GMA (education, standardized test scores, work experience, etc.) so the marginal benefit of doing a bona fide GMA test is relatively low.
It would be cool to have a better sense of when these tests are useful though, and an easy way to implement them in those circumstances.
Thanks for the thoughtful response!
My anecdotal experience with GMA tests is that hiring processes already use proxies for GMA (education, standardized test scores, work experience, etc.) so the marginal benefit of doing a bona fide GMA test is relatively low.
It would be cool to have a better sense of when these tests are useful though, and an easy way to implement them in those circumstances.