(Quick Takes) - Uses an assessment tool to analyze math, English, and typing skills - Questionable method to weed out candidates simply for the sake of making fewer decisions - high school, GED, and -especially- college/university degree is usually evidence enough for these skills - Doubt many current employees could meet math, English, and typing standards they set - Skills not necessarily relevant to HR field - better assessments out there for skills related to position. - Assessment can serve to harm the - company weeding out excellent candidates simply because they can't type 60 words a minute (Long Take) The initial interview process starts with an assessment of general skills. This assessment includes multiple choice questions about math, reading comprehension, grammar, and more; testing accuracy and speed entering numbers; and measuring the speed and accuracy of typing a passage. While these tests can be a good way to measure skills, I often find these tests degrading and pointless. Many companies use the results of these tests as a way to weed out candidates. This can be effective but it bares the question: am I pushing the best candidates forward or am I simply making the candidate pool smaller for the sake of interviews? Companies have every right to require someone to have a minimum typing speed or math-solving capabilities if those skills are absolutely necessary for the position. However, for the position of HR Assistant, it seems irrelevant, especially for the job description they submitted. Most universities and public schools require minimum-level mathematics and English comprehension in order to progress toward a diploma or degree. I can understand this test is given to a person without these credentials but for a college graduate, it seems demeaning. Moreover, the expectation to meet a certain standard without current employees being able said standard is hypocritical. Being a recent graduate has given me an advantage in these tests, but for the people at the company who have not been in school for years, I can guarantee they'd struggle. There are additional issues like not having a number pad on my laptop to help with the speed of entering numbers or simply trusting people will not use a calculator (they may have a system to catch people solving math problems too quickly) and others, but overall I believe this initial screening may only serve to harm the company with quality candidates who can't type 60 words a minute but can meet all the other expectations directly related to human resources.