Picture this: you’re at your computer, weeding through hundreds of job postings, trying to match your skills up with a three or four sentence job description. You adjust your cover letter to include a few keywords, do a final check of your resume, hit send. And then you wait. Sound familiar?On the other end of this exchange, an HR professional or hiring manager sorts through dozens of applications, trying to perform the same magic in reverse: matching your experience to specific job responsibilities. The process is a mess: time consuming, bloated and needlessly imprecise.
But there is a way to make it much easier: data. A recent post on Harvard Business Review demonstrates what the research shows, that administering aptitude tests to candidates before they interview “efficiently weed(s) out the least-suitable applicants, leaving a smaller, better-qualified pool to undergo the more costly personalized aspects of the (hiring) process.”
Have you ever taken an aptitude test for a job? Do you use any personal psychometrics to guide your job search? Read the full post at Harvard Business Review, and let us know in the comments.
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