> If you are asking about my psychometric profile, I scored 94 on the test we use.
So you're confirming that these "psychometric profiles" can be summarized as a number. Which means it's very easy to automatically apply a filter (reject any candidate with a score lower than 80), and even if there is no automated filter in place, you understand that people with access to this number will immediately be biased because of it? ("I have to review this candidate, but he fared 70 at the psychometric test, where every other candidate fared 90 or more...", and then obviously, during the interview, and after, the reviewer will be biased by that number.)
Do you think it's normal for the CEO of a 800+ employees company to be reviewing resumes? It sounds like you don't trust the people you hired to do that job, and decided to do the job yourself...
Also, 40,000 resumes screened means an average of more than 100 resumes per day, every day of the year. Again, do you think it's normal for the CEO of a big company to be spending their time doing this?
And finally, don't you think the whole process is biased by the fact that you review the resumes? Let's say you personally approve a resume, don't you think the next people in the company down the line will be in a position of "Well, if the CEO is pushing for this candidate, I better not reject this candidate!". In which case, no matter the numbers of steps to filter out, it's a failure.
So you're confirming that these "psychometric profiles" can be summarized as a number. Which means it's very easy to automatically apply a filter (reject any candidate with a score lower than 80), and even if there is no automated filter in place, you understand that people with access to this number will immediately be biased because of it? ("I have to review this candidate, but he fared 70 at the psychometric test, where every other candidate fared 90 or more...", and then obviously, during the interview, and after, the reviewer will be biased by that number.)