(as published on RedCanary)
I am often asked for my opinion about adding pre-employment tests to the selection process. It would be easy for me to write a lengthy post about the validity of various test results and their ability to predict on the job success. We could have a heated debate about whether compatibility matters more than competency – if you have the right leadership in place.
But, I’ll save that fun for another day. The question that no one seems to be talking about, is how testing affects the candidate experience.
You’ve spent time, effort and money to send a message that your team is awesome. Everyone knows your company is a great place to exercise creativity, take initiative and fully utilize your talents. That’s good branding. But how does the message play when a candidate goes through your recruitment process – when you and your company are the ones being tested? As a reflection of their future working experience, your best candidates are looking for a recruitment process that is fun, engaging and that offers challenges where they can showcase their best qualities.
I understand the desire to build in hurdles that ensure only the best, smartest, most-engaged and productive workers reach your finish line. After all, you are probably thinking, “If they’re too lazy or disinterested to complete our assessment, then we don’t want them anyway. Good riddance!” So you introduce… TESTING. It’s statistically valid, so who cares if it is also trivial, frustrating and tedious! Candidates should be eager to sit through a grueling full-day inquisition. After all, it enables you to reduce a uniquely qualified human into a lump of data. What a great way to manage risk – your test makes everything black and white. It is almost impossible to make a bad hire and you are the master the recruiting universe. Or not.
Alas, your wonderfully accurate test results aren’t worth diddly because your top candidates no longer want the job. They walk away questioning your judgement and culture. I may sound jaded. But, I have seen it happen, time and again. Candidates who were initially intrigued and interested, quickly opt out of a process that is painful – and dehumanizing.
I’m not advising that you should hire blindly or never test. There is a time and place for technical assessments, assignments, and testing tools. But they need to make sense and respect the person, as well as their skills. They need to be challenging and fun, and send a positive message. Understand that this a try-out for both you and the candidate. You both need to nail it, because building a winning team is worth it.
This month marks the start of an incredible journey. With the launch of Artemis Canada, I am fulfilling a long-held entrepreneurial dream.
For more than 15 years I've been working in the Canadian technology sector.
In this time I've learned an incredible amount about the dynamics of successful teams, and have met hundreds (or maybe thousands) of individuals who make up this incredible community.
Through all of this experience, I've come to realize the value in bringing together a team that is truly aligned and focused on big goals, with innovation at its core. An eye for top talent, and an ability to rally a team around a clear and worthy mission, are the traits that define the true leaders in tech. These are my clients and partners.
I'm privileged to play a role in the success of some impressive companies, connecting incredible talent with leaders who dream big. And I'm equally proud to work with and represent brilliant professionals, helping them join winning teams where they can grow and shine.
I wouldn't have achieved this much in my career (so far!), nor have such an exciting path ahead of me without the benefit of some incredible teammates, partners, friends and mentors. So thanks everyone for helping me get here and for continuing to support me as I set out on this amazing new adventure.
We are a boutique executive search firm exclusively serving Canada’s Innovation Economy.
Our partners are the inventors, builders and leaders who are changing our world, enriching the lives of their teams, strengthening their communities and delivering valuable innovations to global marketplaces.
"I have worked closely with Kristina for approximately 15 years, reaching out to her whenever we are searching for the hardest to find skills. She understands the industry, she’s smart, she listens to exactly what we need, and she never wastes our time. Kristina, and the Artemis team, deliver time and time again. When we need an external recruiter, I find it hard to work with anyone else!"
Pete Devenyi, VP Global Software