[moksly]

I think it’s perfectly ethical to game the tests, but it can be hard to tell what’s actually being tested.

One or ours was deliberately set up so that prospect hires applying for a leadership position would end up with very, very, little in their empathy score if they chose answers that sound like the “right” ones for a leadership position. It was done to catch people off guard in their next interview, and see how they handled getting shown a result they’d very likely not agree with.

HR departments know these things are bullshit. They know people game the systems, exactly like people practice for the coding interview. The test and the results are often extremely irrelevant to anyone getting hired, it’s how people handle their results that’s important.

[Moodles]

Or, perhaps even more cynically, the HR people are just making up Important Tests to look like they’re doing something important, because they too just want to feed the corporate machine enough so they can feed their families.

[moksly]

If you wan my personal opinion I think HR exists solely to come up with reasons for HR to exist. Well minus the administrative part of handling employees payments (including stuff like maternity/sick leave) and the lawyers. But both of those functions could be branched into economy and general legal.

The entire branch of team-building/personality matching/management consulting/management training/management network facilitating is a fat unnecessary cow that enterprise organisations will never get rid of because they are very good at being “people skills” and positioning themselves with top management.

After a year of lockdowns, where they’ve been completely unable to execute their regular function, their absence have left no mark on our organisation though.