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Hello Sharks, My HR interview is scheduled with an US MNC for one of the niche skills in MarTech space for an IT consultant role. May I know how much salary should I expect? I am expecting around 35 to 45 LPA My current CTC is 18 LPA and YOE 10 years. This is a fully remote position
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Hello Sharks, My HR interview is scheduled with an US MNC for one of the niche skills in MarTech space for an IT consultant role. May I know how much salary should I expect? I am expecting around 35 to 45 LPA My current CTC is 18 LPA and YOE 10 years. This is a fully remote position
Accenture Tata Consultancy Deloitte Adobe
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That’s a bold statement in terms of everyone lying. And worst trend of making candidates do free work.
Totally disagree with your assessments. As someone who handles HR and has advised clients for years, it is appropriate for a business to determine whether candidates are qualified to perform the essential functions of the job. A skills assessment is not “free work;“ it is part of the application process. If someone does not want to participate, then they do not want to establish that they can perform the essential functions of the job. And the author never said that everyone was lying. She stated that they had noticed a trend of people lying. She referenced where the lies originated. Obviously she has seen information that was untrue on more than one occasion.
Point blank if they can’t get the work done they’re not right for the job. Don’t sacrifice quality candidates for the sake of virtue signaling, business is business. Anyone asking to skip the skills test is a no go for me. As long as it’s a fair skills test that doesn’t take more than 15 mins of the candidates time and I wouldnt ask for people to do that until you’ve identified that they are someone you’d be interested in talking to otherwise the candidate probably would feel like it’s a waste of time when the likelihood they’ll hear back at all from any applications is slim, so they’d probably just skip your app unless they know the time is worth the investment.
Curious if your talent team has the right screening & interview structures in place? Have you dug into what kind of details recruiting can pull or dig into from those initial touch points?
Assessments are a great tool, but can be misconstrued as “free work” dependent on the assignment/task. Might be a good idea to revisit what’s happening as noted above.
You have your title as CEO but say you wear the HR hat. I understand that in a start up environment that you may not feel you have budget for true HR and recruiting talent. That said, what you have said basically shows that you do not have the right skills for what you need done. There are plenty of organizations you can outsource to (HR and recruiting cover a wide variety of tasks and skillsets) until you feel you can afford them inhouse.
If the assessment accurately reflects the work required to be performed, and it is reflective of the essential functions of the job, then the company needs to determine whether an accommodation is reasonable and or whether it is a request to “change the functions/work/nature of the job for which you are seeking employees. Someone asking to be excused from the essential functions of the job needs to establish that they are in fact, entitled to the requested accommodation and that the accommodation is not simply a request for you to create a different job for them. Employer needs to establish that the accommodation requested would create an undue hardship. It’s a fine line.