Tuesday, July 23, 2024
31 C
Brunei Town

Companies need to forgo testing job candidates on general knowledge

I have been working in the private sector for over 10 years. During the time, I have seen a lot of people come and go. Whenever there is a new hire, chances are high that the person has only agreed to take the job because there are no other offers on the horizon.

While it is great to see the younger generation take whatever opportunity is available to them, my issue is with the fair few who throw in the towel before the probation period is over. These are jobseekers who obviously test well and have the social skills to impress during job interviews. From a company’s perspective, isn’t it a waste of resources to train them up only to have them quit within the weeks or months? Surely, there has to be a better way to recruit new employees.

When I was fresh out of university, I had a very hard time securing employment in the first year. Companies tend to test job candidates on general knowledge as the preliminary selection process; in some cases, even the history of the company. If a person is looking for an IT job, how is knowing the company’s history inside out going to help determine how well they would perform on the job? What if the candidate is very experienced in the field but is simply not given a chance to shine?

Often, we hear human resource personnel or recruiters lamenting the quality of jobseekers.

I wonder if the problem lies in the very process employed in identifying the talent. Sure, it makes sense to use a software program to filter out the non-serious applicants, and then mass test the rest to narrow down the search further. But the problem is in the test. If the goal is to identify the best applicants, asking random questions about the history of the country or the company seems to be missing the point. By the time the pool is small enough for the interview stage, some of the qualified people have already been eliminated.

It is then a matter of choosing the least bad of the bunch.

It is my hope that companies, especially those experiencing high turnover rates, will realise that there are talents in the workforce. But using the traditional selection process seldom yields the desired result.