Hang onto your hats.
If you loved tests in school, you’ll love this: More computer testing for job applicants.
In-basket exercises and basic testing have been used to some extent since World War II). It’s gotten way more sophisticated now, with skills assessments, “cognitive aptitude” tests, and artificial intelligence programs analyzing facial expressions, language patterns and body English.
Only a limited number of companies are using it so far — Unilever, Vodaphone, and Johnson & Johnson for example. But Wharton Professor J. Scott Armstrong calls it “mass hysteria” in HR. “Everyone else believes it, so we believe it too. ”
New trends.
There are many forms, but here are some examples. Pymetrics uses a smartphone game that measures cognitive and emotional traits. They state that their algorithm is designed to avoid racial, gender or other bias. Another cutting edge company, HireVue, records candidates as they answer questions about how they would handle various situations on the job. The recorded interviews also reveal information about how quickly they responded, as well as emotional cues they revealed in their facial expressions.
HireVue explains it this way: For each specific job, psychologists and test preparers try to understand the job role in depth, and what it takes to perform well in that role. Then tests are developed to determine if a prospective hire is likely to perform well.
Think Moneyball and the statistical analysis-based approach to hiring in baseball.
What’s driving this.
Most importantly, the prevailing US hiring system isn’t working well. According to Fridi Polli of Pymetrics, a start-up testing company, hires based on traditional methods ultimately fail in their positions 30-50% of the time. I doubt that stat. But it’s an open secret that the current system results in many poor fits, as well as tendencies to hire people who blend with the culture, rather than enrich it through diversity.
As the labor market for many (not all) jobs tightens, employers are increasingly searching for better hiring ROIs. Tinkering with the current system of finding hires through recruiter keyword searches, recommendations, and unreliable interviewing (you know about that, don’t you?) haven’t changed things much, and employers may care more in a tight hiring environment.
Suppose you encounter the new testing. Can you prep for it?
Candidates can of course emphasize what they think are the requisite qualities for a job when answering questions, based on the job ad. For sales, marketing, and many managerial jobs, it’s probably is best to look energetic, flexible and likeable. (Just my guess — I have no data).
Pretty soon, a whole new field of coaching for testing prep may spring up. Meantime, check out Reddit’s “Recruiting Hell” section for tips on surviving testing systems like Pymetrics and HireVue. The Economist advises maintaining eye contact with the camera, sounding confident, and not waving your arms about or slouching. (Conjecture? Or sourced information?)
Hmmm…. Maybe you should ask a friend or two to Skype you answering a few questions such as “Tell me about yourself.” Or “Why might you be interested in this job?” Do you look energetic and easy to work with? Look at the camera most of the time? Have a background wall or shelf that’s neat and not overflowing with unfiled papers?
Depending on the sophistication of the tests, there actually could be some advantages for you. People from less prestigious colleges could get a fairer shake, and diversity could be enriched.
And you might “fail” a test for a job you’d hate. A client of mine said later he was happy he didn’t test well for a commission-based sales job. He didn’t get it. In retrospect, he said he would have hated the job.
The bottom line, for now.
For the moment, don’t think you can forget about keywords on your resume and cover letter. Keyword searches still dominate.
This advice goes for even those openings where you have an “in” and know someone. Usually, unless s/he is the boss, s/he must convince a few others that you are the best candidate. Your resume will be in play. To provide confidence in you, it should use keywords that fit the job.
And if you don’t have a contact, using key words is even more important.
Tedious. I know, tailoring each job application is tedious. I teach my technique to clients, but you can do it with discipline. It’s not rocket science. Include key skill sets and knowledge areas from the job ad wherever you can do so in good conscience. And try checking your revised resume on Job Scan, which compares it to the job ad.
Too much trouble? If you can’t be bothered with key words, your resume may never be looked at by a human — or a testing algorithm.
Sources: Fast Company Sept 2018, Fortune Nov 1 2018, The Economist June 23 2018, Hirevue and Pymetrics websites