RE: RE: Evaluating Candidates Using Tests, Logic Questions, and S imil ar

[mlist -at- safenet-inc -dot- com]

Well, just so you know...
This was always "Friday afternoon" kinda stuff. Not 
formal. Not company mandated. Just a way that some 
people used to blow off some steam, get to know other 
people, make the insular geeks uncomfortable... you know...  :-)

I think that if the company was doing it formally - as in, 
the HR bot visits with the sealed envelope and instruction 
sheets, etc., etc. - then I would have been in the crowd 
sidling toward the exit with my updated resume fresh in 
hand.

For perspective, these are the people who engage in 
cat-herding activities like trying for a consensus on 
what we should all do together as company-paid "team-building" 
or socializing afternoon - bowling, go-carts, laser-tag...
This year, we're going on successive Fridays as teams 
competing to sort food items and stuff hampers at the 
local food bank. My team goes this week.   :-)

Kevin

> -----Original Message-----
> From: Gene Kim-Eng [mailto:techwr -at- genek -dot- com] harrumphed:
> 
> Almost every organization that runs these sorts
> of psychobabble tests on their current members 
> discovers that there is little or no correlation 
> between peoples' test results and what roles they 
> play in the organization.  In other words, there 
> is little or no demonstrable link between scoring 
> "well" on any test and actually succeeding at any 
> given job.
> 
> In addition to being the unproductive use of time,
> effort and money that you cite, in the absence of 
> any real evidence of test/qualification correlation, 
> these tests may expose an employer to potential 
> discrimination claims by candidates who maintain 
> that the tests produce results that are biased 
> against members of various protected groups.
> 
> Gene Kim-Eng
> 
> 
> ------- Original Message -------
> On 11/17/2006 9:32 PM  wrote:
> 
> Then, everybody forgets about it for another year.
> 

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