Crossover ’s Post

I find your testing processes at Crossover to be so tiresome, riddled with tech-bugginess (I've had to log at least sixteen support tickets on my account - your tech support person is awesome, but more than once I've had a stock email response to my test results disappearing or one that clearly thought that I was at fault for not knowing how to make a copy of an exercise, when in fact it was the link that was faulty). Most dissapointing of all, twice in the past six months I completed six assignments (about 7 hours in total of work) and received no feedback other than 'You are no longer being considered for this post'. I don't find the system user-friendly at all (and yes, I consistently test in the top bands of your candidates, at least according to the automated feedback I receive).

Well, I took the exam, and unfortunately, I didn't pass. I felt bad because I invested a lot of time and effort in order to be able to sit down and focus on the tests. As a mom of a two-year-old, organizing myself to take the tests was quite challenging and time-consuming. Despite believing that I could be a great fit for the company and its values, I felt sad and disappointed that I couldn't demonstrate my potential or at least speak with a human or at least see my resume. However, I understand that this method has worked well for you in most cases. Interesting.

Thanks for sharing and actually love this approach! But, with 5 years of experience in working remote I only ended up getting 66% points in the general assessment and we only got 2 chances. If w e don't get the desired outcome we only can enter the assessment 6 month later. Personally, I found the exam too general and its not something we could train for, maybe its just me but it was hard.

This would be a nice strategy if the job post is clear as a day, if the details of the job as well as the salary range are listed, so the candidate has clear understanding if the job is a fit and is ready to spend time on all those assessments before getting to meet someone from the company to ask questions and evaluate the fit.

Interesting, I can imagine this working for roles with very clear output, but what about strategy roles? How do you assess for leadership ability etc without speaking to the person 🤔

If you can just skip that aptitude test that requires one to answer 50 questions in fifteen minutes, and instead give role-based test (let the candidate demonstrate proficiency based on the role advertised and applied for), then I'd agree about you putting the power in our hands.

You can start with removing the bit on the application form where you have your enter jobs. That is what a CV is for…

This is an interesting conversation, Heather. Pre-hiring skill assessments often face criticism, but they can be highly effective for roles requiring specific technical, subject matter, or domain expertise. I'm curious about the broader applicability of this approach and would be interested in seeing statistics on its impact on recruitment success.

Insightful, let's put your theory to a test and connect on a chat - Cheers !

Too complex test, tpo time consuming process, at the end if selection does not happen even if seemingly you have done everything Correct you do not get valid feedback of what went wrong. For product owner role entire technical irrelevant tests were taken...kindly look at your tests and align them to the role