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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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Q3: How do candidates typically experience your screening process? Candidate experience is often invisible internally but obvious externally.

Candidates often appear anxious or guarded. Communication is minimal and outcomes are rarely explained.

Interpretation: This reflects a judgment-heavy screening environment.

We try to be polite and structured, but the process still feels formal and distant to candidates.

Interpretation: This shows professionalism without emotional safety.

Some candidates feel comfortable, others don’t. The experience varies by interviewer or role.

Interpretation: This indicates inconsistency rather than intent.

Candidates generally feel respected and informed, even when they are not selected.

Interpretation: This reflects a human-centred screening experience.

Candidates frequently say they enjoyed the screening process because it felt fair, engaging, and insightful.

Interpretation: This signals a rare screening culture that builds goodwill regardless of outcome.

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