When it comes to looking for outstanding candidates for almost all jobs, more and more companies are utilizing tests as part of their hiring process to gauge intelligence and personality as the key ingredients to finding their "match made in heaven." But how do these trick questions and mental puzzles differ from formal IQ tests or standard assessment tests altogether? A formal IQ test, otherwise known as personality assessments are issued by companies and are adjudicated by licensed psychologists. Assessment tests that do not specifically gauge an individual's IQ level tend to delve into the character make-up (i.e., competitiveness, level of self-esteem, as well as one's team orientation) of a person. Intelligence tests, also known as cognitive abilities tests or skills tests, evaluate several areas of one's mental ability (i.e., cognitive reasoning, math skills, verbal skills, quantitative skills, as well as inductive reasoning). These tests enable employers to gauge how much a prospective candidate is capable of learning and how quickly he or she can pick things up; individuals with higher cognitive abilities are quick learners and prove beneficial to future advancements as well as changes in job functions. On the other hand, assessment tests do not measure intelligence directly, but rather, focus more on the qualitative aspects of a person, topics that are not readily apparent in a standard interview process and details that their references are not likely to provide. They gauge qualities like how well a prospective candidate is able to work with others, how organized he or she is, the prospective candidates' creativity as well as honesty and dedication. But have you ever wondered why hiring managers are resorting to puzzles, quizzes, and trick questions to dissect their candidates?

Beginning in the 1960s, cognitive tests, assessment tests, as well as other forms of mental puzzles and trick questions have evolved into more than just a mere indicator of a candidate's quick thinking. In today's corporate arena, companies employ such measures in order to probe into the makings of a being, and to uncover the motives of an individual by finding a match between an individual's character formation to his or her potencies and capabilities, which is not without demur in a standard interview process since interview training may be readily at hand. The foremost grounds for such methods are to prevent the costly failures of a bad hire, and surely, everyone knows the effects of one rotten apple. Frank Lawlis, supervising psychologist for American Mensa avers that it proves more cost-efficient to pre-determine a functionary, especially if the position entails problem-solution for unpredictable quandaries.

"Why are manhole covers round?" or "How would you sell ice to an Eskimo?" or even "How many gas stations are there in the United States?" are just a few of the questions posed to candidates for technology-related positions; positions that present-day companies require to be filled by individuals that are not just technologically savvy, but are creative thinkers as well. The rationale behind the high-tech hiring process's atypical methodologies is the need for techies to be able to change with the times and to possess the desire to progress in tandem with technology since the information they need to possess in order to work their jobs is volatile. For most technical-oriented positions, companies look for candidates, who, in order to execute with efficiency, must not just have sufficient detail capability, but more importantly, should possess creativity, self-discipline, superior decision-making skills, and a willingness to persevere. To ensure a prospective candidate's potential, logic puzzles and anomalous style of inquiry is implemented to gauge his or her abstract problem-solving proficiency. "So people who do better on traditional IQ tests and are better at solving logic puzzles often have an edge in being better able to adapt to change."

Thus, today's corporate tech companies have begun to jump on the bandwagon employing trick questions as a means to finding the right match for a specific career post with the intent to relay a message to all of their prospective hires; that they are valued enough to make sure they are a perfect fit for a position so as not to part ways too early into the relation built between the company and the entrant. "We want you here for a career." In order to do so, "we want to know your abilities to do the job, as well as other special abilities you might have. We want to know more about you than what your resume can provide." No matter the manner by which a company chooses to hire, at least those that do not get the job walk away with a positive opinion of the company.

Based on the following article:
-- Kay, Alexandra. Trick Questions. Talent Economy Magazine, November 2003