Always An Ulterior Motive
“I work for a small company and we have a one-man HR department. We often get all sorts of memos detailing policies that sound good on paper, but never make practical sense. I think maybe HR got all its education on YouTube or Reddit or learned it while being ‘mentored after hours’ by the CEO.
Recently HR implemented new standardized testing for screening new candidates, which scores candidates on their skills in mathematics, language, logic, and a bunch of industry-specific questions. The idea is to weed out those who present well on paper and in person, but in fact, can’t do the most basic stuff.
While this could be an excellent idea to weed out the morons that keep walking through the door, HR thought it’s an excellent idea to make everyone including those who’s already been here for years do it as well, for the employee files of course.
HR gave metrics for where scores should range for new candidates, sent us links to complete the tests, and requested that they are completed by Friday.
As we all know, HR never does things just for employee files. We suspect HR is trying to get rid of a few crucial people who are not great with computers, and not fast on the calculator, but are in fact the beating souls to the workplace.
Everyone at the office pretty much boycotted the test. When HR pressured the CEO to threaten our bonuses, we begrudgingly complied. HR wanted to score us based on arbitrary standardized tests as a benchmark. Sure! We spent the next three days after hours working on the tests together, one test at a time.
In the end, we all scored 9/10 in every category, because we had some pretty bright people helping out.
And guess what? We forced HR to do the same test, and HR scored 5/10 for Math, and 4/10 for logic.
Guess who should be on the chopping block?”
