I took feedback from one of my favourite senior HR candidates yesterday after an interview. She seemed keen on the role and the business but at the end of the meeting the client had said to her that she would need to complete some online testing.
She reported back to me that whilst she would be happy to do OPQ and Verbal Reasoning she could see absolutely no value in her completing Numerical Reasoning tests. She explained that
a) After completing lots of these tests in the past she knows she is bad at them and wont get any better
b) That she is a HR professional with significant experience and a good track record despite never being good at these tests so what was the value in them.
c) As a HR professional she is not an Accountant and so could see no need to prove her mathematic skills.
I tend to agree with her and will feed this back appropriately to the client but it got me thinking...
What is the point of testing candidates at all once they get past a certain pay grade? I think I can understand the value of it if you are trying to whittle 20 similarly qualified and capable HR Officers (or similar) to a shortlist of 2 or 3 and feel that tests could help you quantify your decision.
But surely at a more senior level it is just testing for the sake of a process (ie "We've always done it").
Or am I missing something.....