Any insights on the BCG pymetrics test? ☺️
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According to my results I’m a psychopath who loves absurd amounts of risk, but in reality I was just curious about the game mechanics haha
Same! I am typically lean risk-adverse but when it comes to games (even for a job interview) I am much more lax.
i took it this week. having studied psychology, in my opinion, it’s a blatant form of discrimination against candidates with attentional disorders like ADHD.
Segal, there were 1-2 tests on behavioral inhibition — for example, press one key if a red thing shows up, press nothing if a blue thing shows up. and the things popping up are flashing by very quickly. it’s meant to catch you in a failure to inhibit behavior (i.e., pressing when you shouldn’t), which is a CLASSIC diagnostic test for ADHD — at least in children. having worked in an undergrad ADHD lab, i can anecdotally say that adults struggle with this too.
it bothers me when companies claim there’s “no right answer” when this is legit discrimination, but something like ADHD isn’t a protected class. just another way life is a bit harder for ADHD-era :(
We have one of those. Not sure if it's the same one, but they're pretty chill. Just personality tests and puzzles to solve
It’s a personality test. Technically, it’s meant to see how closely your personality relates to that of too performers at BCG. It’s not meant to skew the scales in the hiring decision. However, I have heard that it can correlate to performance by as much as 40%.
Think less a tool to be worried about and more a tool for them to see more of you. It can only work to your benefit in its current state.
It’s not meant for the hiring decision; it’s mean to help the interview decisions and it can only benefit you. A candidate with the great resume or referral will get by to the interview round anyway. Pymetrics won’t affect then.
However, a candidate without the perfect resume could still prove to be highly competent, but how do you know that? What if they aren’t able to get a referral or what if they come from a highly atypical background? Thats where the pymetrics test comes in. It’s another datapoint to indicate that maybe this is someone worth interviewing. So, they get an interview where they might have gotten one otherwise.
That’s the whole point, to increase the talent pool by gathering more relevant data points. Think about it like a threshold, though. If you already have enough points, you don’t need an extra. It could be the one to take you over the edge though