I cofounded a company last year, and our focus is on facilitating 360 reviews / annual reviews for companies. The format of our assessments are fairly “psychometric”, but not because we use it to profile someone, but because it helps facilitate written and verbal feedback from your peers and manager. The excerpts you highlighted match our findings, and is a big reason why we run workshops as a part of our process (so we can explain how the information is used).

This is the same way I approached technical interviews when I was doing a lot of hiring. I didn’t usually care a lot about how someone answered a question, but rather how they reasoned about that answer.

Thanks for the link. That does look like a much more thoughtful use of the technique than I had anticipated - talking about the result afterwards is a good idea. I had been thinking their more common use was indeed to blindly discard candidates based on some nonsense quiz, totally ignoring the creativity and passion the candidate could have otherwise brought to the team.

I've actually done a couple of these tests, although for the life of me I can't remember in what context, and thought them ridiculously simplistic and obviously gameable. Now I'm curious to try some of the more subtle ones the author alludes to.