Over-Testing in Hiring: How It Can Backfire on Your Talent Strategy

Understanding the risks associated with Over-Testing in Hiring is crucial for developing a successful recruitment strategy.

In the high-stakes game of talent acquisition, companies are constantly searching for that elusive edge, a way to definitively identify the “perfect” candidate. Enter candidate testing: a seemingly objective tool designed to sift through the masses and pinpoint the ideal fit. While tests like emotional intelligence assessments, personality profiles, and skills evaluations can offer valuable insights, they can also backfire when used improperly. This phenomenon, known as Over-Testing in Hiring, can undermine the very strategy companies aim to enhance.  

As consumer packaged goods recruiters, we’ve witnessed firsthand how an over-reliance on these tools can lead to missed opportunities, disgruntled candidates, and, ultimately, a flawed hiring process. 

Why Test Scores Don’t Tell the Whole Truth

In a world driven by data, the promise of quantifiable insights into a candidate’s potential is undeniably appealing. However, the human element, the intangible qualities that make a team genuinely successful, cannot be distilled into a multiple-choice questionnaire. We’ve seen companies fall into the trap of treating test results as the sole decider of talent to the detriment of their hiring process. Over-Testing in Hiring

One example involved a consumer packaged goods company that implemented a rigorous four-meeting interview process only to base their final hiring decision entirely on test results. They whittled down a pool of qualified candidates to four finalists, and the job was awarded to the individual with the highest test score. While the test may have provided a snapshot of certain skills or personality traits, it completely ignored the nuanced aspects of a candidate’s suitability. Cultural fit, communication skills, and the ability to collaborate effectively were not really considered. It felt like they were hiring a test score, not a person. 

You may want to read: Master the In-Demand Skills That Help Candidates Thrive in the CPG Industry

Another company took a different, equally flawed approach, requiring a skills test before even considering a candidate for an interview. This “pass this test, then we’ll talk” mentality was a complete turnoff to potential hires. It conveyed a sense of arrogance and a lack of respect for candidates’ time and expertise. Unsurprisingly, the company struggled to attract top talent and was eventually forced to abandon this counterproductive policy. 

Even seemingly well-intentioned testing methods, like project-based assessments, can backfire. We encountered a situation where candidates were given a project that required 8-10 hours of work. While these projects can provide valuable insights into a candidate’s problem-solving skills and decision-making process, the sheer time commitment created resentment among those who weren’t selected. They felt they had provided “free consulting” to the company, investing significant time and effort without any return. 

These examples highlight the importance of using candidate testing strategically and ethically. Tests should be used as a supplement to, not a replacement for, traditional hiring practices. Interviews, reference checks, and work examples provide crucial context and allow for a more holistic evaluation of a candidate’s potential. Do not put all your efforts into testing candidates to avoid over-testing in hiring and overlooking candidates worth hiring.

Here’s how companies and consumer packaged goods recruiters can avoid over-testing during the hiring process.

• Use tests as a tool, not a crutch: Recognize that tests provide data, not definitive answers. 
• Focus on relevance: Select tests that accurately measure the specific skills and traits required for the role. 
• Integrate testing into a comprehensive process: Combine test results with other evaluation methods. 
• Respect candidates’ time: Avoid overly time-consuming assessments that provide little value to the candidate. 
• Provide feedback: Offer constructive feedback to candidates, regardless of their test results. 
• Consider the candidate’s experience: Ensure that the testing process is fair, transparent, and respectful. 
• Avoid “Gate Keeping” tests: Tests should be used as a tool to help in the interview process, not as a way to stop candidates from even talking to the company. 

Conclusion

By adopting a balanced and ethical approach and not over-testing during the hiring process, companies can leverage its benefits while avoiding the pitfalls of over-reliance. For consumer packaged goods recruiters, this means developing a nuanced understanding of both the technical skills and interpersonal qualities that drive success in the industry. Remember, the goal is to build a team of talented individuals, not a collection of high test scores. 

If you need further clarification or learn more about the perils regarding over-testing in hiring candidates, specifically in the CPG industry, contact Match Point Recruiting today.