Over the last 100 years or so, organisational psychology has developed a number of methods and tests to assess personality and competency. Yet despite lots of scientific evidence that proves these tests are dramatically more effective than interviews as a selection technique, most managers dismiss psychometric testing as hocus-pocus. Yahoo’s position is sadly, all too common.
“ Yahoo does not use tests, puzzles or tricks, etc., when interviewing candidates,” Jessie Wixon, a spokeswoman for Yahoo, said.
It is great to read that Google are apply testing to their recruitment processes. Mr Bock from Google is spot on. Interviews and academic scores suck as predictors for employee success.
I picked this up from James and Jon Battelle’s search blog.
How will Google scale its massive hiring ramp-up while maintaining its famously intricate screening process for ‘Googley’ employees? With an algorithm of course.
After months of interviewing their employees to decipher trends in personality and interests that mark Googlers, Google has ‘derived’ a complex hiring questionnaire. Google will begin using the surveys with all applicants this month.
I hope Google based this algorithm on valid, fair, reliable, psychological research, that deals with issues of culture and gender bias in testing, and that the results are treated with the privacy they deserve. If they have, you can forget about gaming it. (if you are interested to see similar tests check out SHL) Judging from the NYT article it looks as if they have involved some psychological rigour to it, but if anyone has anymore info please drop me a comment or an email.
So, my HR readers, if you have pushback from line managers who think testing is nonsense, then quote them the Google example.
I wonder how the cosy world of HR testing products would cope with Google muscling in?