this post was submitted on 10 Jun 2026
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me_irl
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That's completely and totally false. Please read the cited meta analysis, which is directly on that topic. What you proposed is literally the worst means of conducting selection outside of flipping a coin.
Literally everyone I ever hired performed almost exactly as I expected them to, but whatever guess I should have been flipping coins.
The resume and application are a major filter, the personality tests are for recruiting when the recruiter has no idea about the job role nuances or skills needed.
The in person interviews is where you get a feel for the person and can dynamically ask pertainent questions and get live responses.
I have been at companies that used a highering aptitude type approach and the candidates were poor matches based on scores.
There is no match for face to face Q&A. If the interviewer has keen skills.