My good friend Tom is a software developer. He’s incredibly smart, and he has one dominant criterion for hiring people. They must have a high IQ. A very high IQ. He considers other attributes, but IQ is the first hurdle. Many employers put job candidates through various tests, and make the first cut of applicants that way. Some use skills tests; others go for aptitude; some even start with personality.
I’m not big on tests in the hiring process. I want to spend time with a candidate, and I want to talk to people who know them and to people who have worked with them. (The candidates won’t necessarily know who I’m talking to. I want my own picture. But that’s just me.) Often, I won’t even meet a candidate if I don’t already know all about them. Some managers won’t interview candidates until after they’ve seen test results. (Erica Klein’s excellent article, Employment Tests: Get an edge, is a good start to researching this topic.)
If I had to use a test, I know what it would be. I would give it only after checking after the individual’s reputation (which includes intelligence). It’s the test of optimism that Martin Seligman provides in his outstanding book, Learned Optimism. Read more →