The difference is interviews reject people based on what's on the paper, and in-the-interview tests are usually limited enough due to time constraints that you

The difference is interviews reject people based on what's on the paper, and in-the-interview tests are usually limited enough due to time constraints that you can't get a good picture of a persons proficiency. If you give anyone the chance to show their worth in a 10 month program, that's sure as hell a lot less discriminatory and IMHO equates to a more qualitative hire. Sure you can only keep the amount of people you have openings for (in this case 35%), but you are very certain you hire the person you want working for you, and not the person with the shiniest resume.