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POLLS : Screening & Testing – Examination vs Co-thinking

Screening & Testing – Examination vs Co-thinking

Screening is often the most misunderstood part of hiring. Many organisations believe they are “assessing capability,” while candidates experience it as judgment, pressure, or irrelevance. This section reflects how your organisation currently evaluates people — and how that experience feels to the talent going through it. Good hiring is not about catching mistakes. It is about discovering whether two sides can think, learn, and grow together. When screening feels safe, honest, and human, real capability finally shows up. Please select the option that best reflects your present reality, not what exists in policy documents.

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Q1. What is the primary purpose of screening in your hiring process? Every screening process reveals what an organisation truly values.

Screening is mainly used to eliminate unsuitable candidates as efficiently as possible. The focus is on shortlisting fewer people quickly.

Interpretation: This reflects a filtering-first mindset rooted in control and risk avoidance.

Screening aims to reduce volume, but we also try to understand candidate capability where possible. Elimination still dominates the process.

Interpretation: This shows early movement away from pure rejection-based screening.

Screening balances elimination with exploration. We look for basic fit while trying to understand how candidates think.

Interpretation: This indicates a transitional approach between testing and engagement.

Screening is designed to explore alignment, thinking style, and mutual suitability rather than simply rejecting candidates.

Interpretation: This reflects a modern, respectful screening philosophy.

Screening is treated as a discovery conversation where both sides learn whether working together makes sense.

Interpretation: This represents a co-thinking mindset where screening builds trust, not fear.

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