July 2026

The goal of administering a technical assessment as a first step is to screen candidates and filter out unqualified applicants. The irony is that this approach simultaneously repels the top talent you want to attract. Assessments should complement your hiring process, not act as a gatekeeper. I recommend using them on a case-by-case basis, and only after meaningful conversations have taken place. Relying solely on a test to make critical hiring decisions is risky, as it is rarely an accurate measurement of intelligence, capability, or future success. You’re essentially asking Michael Jordan in his prime to prove he can dribble a ball. My Alternative: Present a technical scenario during an in-person meeting with the applicant as a last step in the hiring process. Provide them with 30 minutes to prepare their solution and have them present it to you on the spot. This feels less transactional, more engaging, and provides real insight into their reasoning, & how well they critically-think under pressure. Your assessment doesn’t need to be eliminated; it just needs to be repositioned in the process with a clearly articulated purpose.