Verification of skills is a large component of our hiring process. Find out more about why we invest so heavily in our verification testing processes.
We talked about why employers should define the minimum viable skills and skill levels for each job, and prefer aptitude skills to acquired skills. Of course, many candidates may falsely claim or incorrectly believe they have these sought after skills.
When it comes to filtering candidates, we have a simple policy: In God We Trust, but everyone else takes proctored tests which are designed to be hard to cheat on.
In part, we have adopted this policy because we have been hiring remote workers for close to a decade, and we have more insight than we want into the various forms of test fraud. (Don’t take our word for it - the testing world is not a very honest place, and is getting worse).
We have built, and will continue to refine, ways to detect and prevent. We obviously cannot list all our fraud prevention techniques here. It suffices to say they involve collecting and analyzing data from multiple sensors and multiple points in time, and include both automated and human checks.
The bigger reason to insist on, and invest in, verification is that a trustworthy system pays off for everyone involved. The value candidates get from a trustworthy badge far outweighs the inconvenience in taking a proctored test. Like Money, any other token of value is useful only if its authenticity is backed by a system that is trusted implicitly by consumers of that token (in this case, employers).
We will get criticized for our intrusive sensors, but we believe it is necessary to mistrust individuals to build a trusted system.
Want to read more?
We have a lot more where that came from
