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Thank you for taking the time to share your experience of our recruiting process. Our candidate experience is very important to us and your feedback is extremely valuable. We work hard to ensure candidates do not sit in our applicant pool, so I am happy to see our recruiters promptly worked with you. That said, I'm troubled that your experience was such a negative one.
To speak to the ‘tests’ you mentioned briefly, these are assessments that we use (there are two: a personality assessment and an aptitude assessment) to allow us to expand the list of candidates in consideration, not shorten it. Most recruiting processes first conduct some kind of recruiter screen of the resume to answer the basic question, "is this candidate qualified to do this job?" At Kazoo, we care less about someone's last job, whether or not they attended the "right" school, or had the "right" internship, so we just skip that step. In an effort to consider a more diverse group of candidates, including non-traditional candidates (like those going back to work after staying home to raise kids, those making a career shift, etc.), we assess aptitude and personality. We find this atypical process to be extremely predictive of success in our environment (about 4x more predictive than interviews, in fact).
We hope this helps you understand the value we see in these assessments and why we've integrated this step into our recruiting process, but if it hasn’t, I’d be glad to discuss it further with you. Feel reach out to us directly at People@kazoohr.com
