Many employers are using a whole battery of online tests to judge jobseekers suitability before they even get to the interview stage.
We all ask ourselves whether this is a truly efficient way of filtering candidates for a potential role, but the reality is that this type of recruitment will be here to stay for some time, until somebody comes up with something better.
The issue for many is that these tests have become so ubiquitous that people who are applying for loads of jobs, have almost a full-time job filling out application forms and completing tests.
And the trouble is, if you do not treat each test seriously then you are not likely to get through any of the stages in any case, so what is the point.
Apart from the fact that just using online applications to find your next role is genuinely not the best methodology, you need to be selective, especially if many people have asked you to complete a similar process.
Is this a role you would genuinely take? Do you genuinely have the skills to do the job? Are you likely to be in the running if there are other strong contenders?
If the answer to all of those is yes, then give it your full attention. And when you do carry out complicated assignments, fill out detailed application forms or complete personality profiles, you will find that you are much, much more practised when you see this next time. But also find a way to save your answers, so that if something similar comes up again you already have a template to go from. This is particularly important when you are asked to explain, for instance, why you are suited to this role. Or explaining how you have had an impact on the company you are currently working for. Such types of questions might get repeated again, and though they need adapting, having a ready-made template is useful.
In short, be selective about the roles you spend an enormous amount of time applying for, but use the experience profitably. Even if you end up turning down the role, the practice may well turn out to be very important in the future.