In a previous blog post, we initiated a discussion about to what extent there is a shortage of IT skills in South Africa. In a series of upcoming posts, we’ll be expanding on each of the points we made to further the discussion.

It’s understandable that companies want to make sure they’re interviewing qualified candidates upfront to save time, but is the recruitment strategy that many businesses adopt around testing candidates reasonable?

Testing may seem like an effective way to avoid interacting with unsuitable candidates, but what are companies really doing by saying “You need to pass our test before we speak to you.” Is this an approach that works, or drives people away?

If we really think about how this plays out in practice, do businesses lose out on exceptional talent because candidates may not adhere to the business’s “sausage factory approach” by completing an assessment before any personal engagement?

What do companies think- does this method of recruiting work for you? If you’re a candidate currently looking to start or expand your career in IT, are you happy to take a pre-interview test or would this put you off?

Pre-interview testing may well be appropriate at some stage to really gauge the depth of a candidate’s skills, but if we do have a skills shortage like many suggest, can we afford to have this black and white approach to recruitment?

Can pre-interview testing really give a proper indication of a candidate’s worth?

It’s common knowledge that not everyone performs well on tests, as they only give a two-dimensional assessment of a candidate’s skills. What if a candidate just needs another kind of opportunity to prove themselves?

We’d love to hear your thoughts- share them in the comments section below!

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