Even if it eliminates in-person bias during the step in which it's used, (a) it's effectively still part of the prescreening, so the bias, if present, will sti

Even if it eliminates in-person bias during the step in which it's used, (a) it's effectively still part of the prescreening, so the bias, if present, will still get introduced during the actual interview process and (b) it creates the potential for a whole new set of biases based on how the person writes and how they choose to interpret the questions (if you give short terse answers, is that seen as efficient or not taking it seriously, if you give long, detailed answers, do they even get read? What if someone doesn't like how you structure your thoughts, your writing style, diction, etc, especially when it's not clear whether these actually relate to the job. The more I think about it, the more confused I am about how they use this instrument internally to advance the hiring process. It it a writing test, are there right or wrong answers, are they really trying to get to know the candidate (in which case they've chosen an extremely inefficient way). It's their choice, but I wouldn't expect them to find highly qualified candidates lining up to do this for them.