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.
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.
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.