Diversity is key for the growth of an organization. By diversity, I mean having the right mix of skill sets. Other factors such as their specialization and background in bachelor’s, master’s degrees, previous work experience, age, language proficiency, career aspirations, etc. also play a part. Teams are indispensable entities in any organization, and those that have the right mix of the factors outlined above have more chances of coming up with varied perspectives on the same issue at hand. The ideas arising from this multitude of standpoints, when synergized through healthy conversations and negotiations, have the potential to act as the springboard for both the growth of the organization and that of the team members. 

Organizations that use aptitude tests as an ‘elimination round’ in their selection process can be found wanting, in terms of lack of diversity of the candidates that end up getting the job. Aptitude tests by and large test the IQ of the candidate. Other important attributes, such as soft skills, creativity, leadership qualities, team building capability, communication etc. which are equally important, if not more important than IQ, are taking a back seat by virtue of these tests.

Going forward, aptitude tests should be customized as per the requirements of the job profile and the specialization of the candidate. Also, companies should reconsider using aptitude tests as the be all and end all process of recruitment. They will be doing a world of good for themselves and for candidates if they make these tests a customized and non-eliminative stage in the recruitment process.  Other stages should include group exercises and interviews. If these changes are brought about, organizations will stop rumbling about the quality of employees after being recruited. No single employee or company has a monopoly on good ideas.