[rlpb]

This process only works when you're hiring for an entry-level role and also don't care about differentiating for anything that isn't on your exam.

I don't think it's possible to create such an exam for senior or leadership roles, where a candidate's (professional) background is the key differentiator. Say you have two candidates for a C-suite role. One was formerly with company X and demonstrates A, B and C attributes. The other was formerly with company Y and demonstrates D, E and F attributes. How would you have created an exam that differentiated between the two, without the benefit of hindsight?

[MichaelRo]

I would say, when you have 2, 3, 10 candidates, you don't need an exam. Problem is when you need to be machine gunning waves of assault soldiers. An exam seems better than the usual and increasingly sick alternatives: have people waste their time talking to AI, when it's obvious all that time goes down the drain.