The exams mean very little. They are easy to study for and tell almost nothing about a candidates performance, just knowledge. If we wanted to go this route, we'd be using GPAs to differentiate candidates, but that rarely seems to be a factor today.
A standardized exam result won't give me any of this information/experience. I'm going to be especially suspicious with people who have a perfect score, experience has shown me that the best engineers often (not always) don't have great academic results, while those who had perfect results often can't function well independently in a real-world unstructured environment.
in other words it benefits cultures heavily into all kinds of olympiads from age 5 on… i will not elaborate further as you know what i mean.
That's what you say, but in practice it's a guaranteed way to engage in discrimination at multiple levels using personal biases that are not present in a standardized test.
How will a result from a standardized test tell me that their approach to engineering matches ours, and that they will fit in with their future team and company?
https://www.eeoc.gov/laws/guidance/employment-tests-and-sele...
Great! Then you're not one of those interviewers with "the one true answer" in mind.
> I care about how they're thinking about it, how they react to my hints, how they act when they are stuck, if they ask for help or not, if they try to cover up what they don't know or that they made a mistake or are open and honest about it and treat it as an opportunity to learn
Then again, maybe you're one of those interviewers with "the one true thought process" in mind and the luck to have double-majored in Computer Science and Psychology, so you have the ability to understand how people think.
Not sure why would I need a psychology degree? I'm not doing a psychological evaluation, I'm looking for a good engineer that will fit in the team and company.