Personality & IQ testing, hiring bias, candidate rights

Larissa88's profile thumbnail
I know nothing of the legality of this but it certainly would make me incredibly uncomfortable! Aside from the fact that these types of tests are just so incredibly biased and inaccurate to the point of being astrological it just feels ... icky...Are you sure you still want to work for the company after this?
Thank you for your for the response! After taking the test, I wrote to both the hiring company to explain my discomfort, and to the testing company privacy team to remove my personal data under GDPR rights. You're right that it does feel icky- especially when it hides under the banner of "being objective in hiring." I'm raising this question because I really did want the job I applied for. I get that HR doesn't want to sort through applicants, but there has to be a better way... maybe someone here knows.
I’ve seen organizations do an exercise or test after the resume screen/phone screen, but before even screening (especially the way they did) does seem really odd. I feel like this can be done in an equitable way, but I’m not sure that’s it. I did come across an organization this week that the way they presented their job descriptions included a brief “exercise” if you will in lieu of a cover letter. The whole thing seemed to scream equity to me though- here’s a link, let me know if you think this could be a version of this done well? https://www.sumofus.org/about/jobs/detail/?gh_jid=5119376002
I love this example- thank you! Pay transparency is a great start to balance expectations. With your example, candidates have a chance to map their qualifications back to the ask, and to advocate for the higher part of the range. I wouldn't mind some writing if it led to a more fair interview process for all. And it probably helps HR weed out candidates who don't have genuine interest in the role.