Candidates testing for programming aptitude before hiring. Candidates not tested for programming aptitude before hiring. The use of testing before hiring also tends to reduce employee turnover. When superior programmers are not recognized as such, and where the programming supervisor does not have adequate flexibility to suitably reward the superior performer, turnover will increase. The use of objective testing will provide a tool for data processing managers to keep track of persons with superior potential.
Companies make better use of their recruiting and selection effort as well.
This occurs because superior people are not rejected based on subjective reasons by recruiters. In so many companies, the interviewer will not have any future contact with the applicant, yet is allowed to make subjective hiring decisions without the ultimate responsibility for performance. A relevant test measures those abilities that are critical to job success. These factors, called job criteria, differ greatly for the various data processing positions, but within each position, they do not appear to have changed very much over the years. Specifically, this means DP should not use a single test for all data processing jobs.