Subject: Question About Pymetrics
Hi everyone,
I’m reaching out as a candidate seeking some advice and possibly to vent a little.
I recently applied for a marketing position that I might be overqualified for. After submitting my application, I was asked to complete pymetric tests, which I finished right away. Though my scores indicated I had several ‘unique features,’ I received a quick email stating that I wouldn’t be moving forward in the hiring process.
I’m feeling quite perplexed about this and find it strange to gauge a candidate’s abilities through these tests. It’s disheartening not to be considered for a role I know I could excel in, based on test results alone.
Can anyone shed light on why these assessments are used? I’m curious about what it would take to perform well on the test.
Thanks for your insights!
RCadmin
It’s understandable to feel frustrated and confused after receiving a swift rejection, especially after putting effort into completing the pymetrics tests. Pymetrics is designed to assess cognitive and emotional traits rather than specific skills or qualifications. Companies often use these assessments to find candidates who fit well with their organizational culture and the team’s dynamics.
Here are a few things to consider:
Assessment Purpose: Pymetrics focuses on soft skills and personality traits that may not be immediately obvious from a resume. It aims to identify candidates who align with the company’s values and the role’s demands.
Unique Features: Scoring ‘unique features’ may suggest that your profile didn’t align closely with what they’re looking for despite your qualifications. This doesn’t necessarily reflect your capability but rather the specific traits they prioritize.
Cultural Fit: Companies often look for candidates who can contribute positively to their work environment. If your scores suggested traits that differ from those of their successful employees, it might have played a role in their decision.
Feedback: If it’s possible, consider reaching out for feedback. Some organizations provide insights into why candidates weren’t selected, which may help clarify the situation.
Broader Perspective: Try to view this as just one opportunity. There are many roles out there, and the right fit for you is out there as well. Don’t let this experience discourage you from applying elsewhere.
Remember that recruitment processes can be unpredictable, and sometimes it’s about finding the right match. Keep pushing forward—there are plenty of opportunities that may be a better fit for your skills and personality!