It is, but I think there’s a useful distinction between hiring-process skills that are related to job skills but not the same (e.g., mathsy problem-solving or programming language trivia, when interviewing for a programming job) and ones that have basically nothing to do with job performance (e.g., how good you are at selling yourself, when interviewing for a programming job).
Measuring the first sort of skill is to some extent a necessary evil. No feasible hiring process is ever going to measure exactly the right things. (Though one can adjust the quantity of evil a bit; e.g., programming language trivia questions are a rotten guide to performance for most programming jobs.)
Measuring the second sort seems more fundamentally unwise.
Isn’t that part of a generalized problem where hiring processes test how well people do at hiring processes rather than how well they do at the job?
It is, but I think there’s a useful distinction between hiring-process skills that are related to job skills but not the same (e.g., mathsy problem-solving or programming language trivia, when interviewing for a programming job) and ones that have basically nothing to do with job performance (e.g., how good you are at selling yourself, when interviewing for a programming job).
Measuring the first sort of skill is to some extent a necessary evil. No feasible hiring process is ever going to measure exactly the right things. (Though one can adjust the quantity of evil a bit; e.g., programming language trivia questions are a rotten guide to performance for most programming jobs.)
Measuring the second sort seems more fundamentally unwise.