I’ve heard this many times, and I feel like some orgs might indeed overdo it with work tests. I’d be curious how much more info recruiters get from 4-8h work test, compared to 1-2h + a (short) interview, and maybe allowing people to submit an existing work sample or so.
I’m glad to hear it resonates with you and others!
Right agreed—like hypothetically if you plotted a curve of [work test duration] and [employer/employee satisfaction ~6 months after the hire], where would you start to see that curve level off? I would bet it’d be a lot earlier than 7 hours (as long as hiring is still based on interviews etc)!
To your other comment about standardized tests, I think that’s interesting. I don’t know too much about where/when standardized tests are most effective when it comes to assessment in the working adult population. On the one hand, that would be pretty broad coordination with all the organizations, and there is such a broad skillset requirement dependent on roles. I think we’d know it’s valuable if hiring orgs didn’t do something in their hiring process, now that they had that assessment result for each candidate. But on the other hand, maybe there are some fundamentals like the ones you mention that could be a shorter path to screening. Another question for the recruiting folks!
Strongly upvoted, thanks!
I’ve heard this many times, and I feel like some orgs might indeed overdo it with work tests. I’d be curious how much more info recruiters get from 4-8h work test, compared to 1-2h + a (short) interview, and maybe allowing people to submit an existing work sample or so.
I’m glad to hear it resonates with you and others!
Right agreed—like hypothetically if you plotted a curve of [work test duration] and [employer/employee satisfaction ~6 months after the hire], where would you start to see that curve level off? I would bet it’d be a lot earlier than 7 hours (as long as hiring is still based on interviews etc)!
To your other comment about standardized tests, I think that’s interesting. I don’t know too much about where/when standardized tests are most effective when it comes to assessment in the working adult population. On the one hand, that would be pretty broad coordination with all the organizations, and there is such a broad skillset requirement dependent on roles. I think we’d know it’s valuable if hiring orgs didn’t do something in their hiring process, now that they had that assessment result for each candidate. But on the other hand, maybe there are some fundamentals like the ones you mention that could be a shorter path to screening. Another question for the recruiting folks!