Candidate Tests - their limitations...?

We hold what we regard is a healthy scepticism for some forms of aptitude of behavioural tests. It is not that we think they may be wrong just that in using them they may not be the predictors an employer might expect.

This test received on our email is pretty amazing and is an illustration of a – seemingly - objective test not delivering quite what you think it might.
Being a Friday we have another hopefully humorous ditty for you from the world of recruitment.


The Movie Test:

Be honest and don't look at the movie list until you have done the arithmetic.
The idea is the test will predict from choices you make your favourite movie – the one you would enjoy the most. Don't ask how, but it really seems to work and come up with the (right) answer?











Pick a number from 1-9.
Multiply by 3.
Add 3.
Multiply by 3 again.

Now add the two digits together to find the movie you are most likely to enjoy from the list of 18 movies below (you will need to scroll down).

















Movie List (don’t look at this till you have done the test above):



1. Gone With The Wind
2. E.T.
3. Beverly Hills Cop
4. Star Wars
5. Forrest Gump
6. The Good, The Bad, and the Ugly
7. Jaws
8. Grease
9. The Joy of Anal Sex With A Goat
10. Casablanca
11. Jurassic Park
12. Shrek
13. Pirates of the Caribbean
14. Titanic
15. Raiders Of The Lost Ark
16. Home Alone
17. Mrs. Doubtfire
18. Toy Story

Did this test come up with the (right) answer? Now, isn't that something.....?
Whilst we don’t want to offend anyone, if you did get answer No 9 then it does illustrate a limitation we think can easily apply to personality or attribute testing. A test that may seem to offer an objective and scientific means of determining attributes, and by implication on job performance, might not be the predictive tool expected.

Sadly people are just not that simple. Recruitment and recruiters need a bit more savvy and expertise. From what we hear there are still sadly many employers and also recruiters whom seemingly use them as a crutch in staffing decisions.