Thanks for the link. That does look like a much more thoughtful use of the technique than I had anticipated - talking about the result afterwards is a good idea

Thanks for the link. That does look like a much more thoughtful use of the technique than I had anticipated - talking about the result afterwards is a good idea. I had been thinking their more common use was indeed to blindly discard candidates based on some nonsense quiz, totally ignoring the creativity and passion the candidate could have otherwise brought to the team. I've actually done a couple of these tests, although for the life of me I can't remember in what context, and thought them ridiculously simplistic and obviously gameable. Now I'm curious to try some of the more subtle ones the author alludes to.