Stop asking for a case assessment in your hiring process

Case assessments are often overrated and, most of the time, they prove to be ineffective in evaluating whether a candidate is a good fit for a position. Yet, we have become so accustomed to them that they feel like a mandatory (and defining) step during the hiring process. Nevertheless, I strongly believe that companies might be overlooking excellent candidates who don’t excel in these assessments but possess other valuable skills that could make a significant impact on their organizations. Here are my arguments: <h1>Case assessments are biased</h1> One of the first issues I noticed with case assessments is that, more often than not, the person evaluating the assessment already has a preconceived answer in mind. Thus, approving a candidate at the “case assessment stage” often relates more to aligning with the evaluator’s predetermined answer than providing the best solution to the case. I’ve found myself in the past selecting cases that align with my own thinking, rather than choosing the best solution. This approach is unfair and doesn’t ensure the selection of the candidate best suited to address the challenge; it merely favors those who think similarly to the evaluator. I particularly dislike it when companies request a case assessment about themselves. This practice biases the results in favor of candidates who are already familiar with the industry and possess more context, rather than those who can genuinely solve the challenge. If industry knowledge is a crucial requirement, it’s easier to identify from the candidate’s resume, saving both parties valuable time by eliminating the assessment. <a href="https://medium.com/@flordeanda/stop-asking-for-a-case-assessment-in-your-hiring-process-e9b429fbf50c">Visit Now</a>