Well, the first step was "The Predictive Index" assessment. I completed it and was told, Thank you so much for completing the Predictive Index Assessment. We know behavioral assessments can be stressful and we really appreciate the time you took to do it. Unfortunately, after reviewing your PI results and our current need, we have decided that this is not the best match. We wish you nothing but the best with your job search. Sincerely, Aya Healthcare" Which, as someone with an undergraduate degree in applied psychology, who's looked thoroughly into assessments and understand the work I/O Psychologist (Usually the ones who create the test) do. I was surprised that this alone was used to "sift' me out. I dont know if this is just a technique they use when they've filled the position or what the case may be. But I know on a DISC assessment, I am a Dominant Influencer, which is what you want in sales...or recruiting. Although, my Meyers Briggs personality is INFJ, I am an ENFJ in the workplace. Long story short, I have no doubt that I could do well in the position they needed, so I wonder how much talent they are missing out on based on holding their evaluation on a self analysis assessment, which I am sure has a very high variable. I wonder how that Test correlates on a performance review of candidates that have been with the company for a while, likely, it doesn't. A company this size, you would think that the people in HR would follow those metrics. Nonetheless, if you don't think someone like me, a high billing recruiter, whos worked in a hospital for two years, and whos initial life goal was to become a Nurse and CRNA, is not a good fit for a Nurse Recruiting role?...Then I mean, that speaks volumes. Re-evaluate your assessment process, I guarantee your missing out on high performers... Now let me get back to billing $100K in Contract GP, $200K in Direct Hire GP for my current employer...Numbers don't lie.