Spot on. I have interviewed many IT candidates over the years, and the three questions I am trying to answer in an interview are: Can they do the job? Do they want the job? Will they fit in? Tests can be useful for getting an answer to the first question. It's amazing how many java 'gurus' canâ(TM)t tell you when you would want to use a StringBuffer instead of a String. I would certainly use a test to filter out the chaff for a junior position, but for the more senior roles I like to just use the Resumee as a starting point to get the candidate to talk about their experience. eg. 'I see that in your last role you designed an x framework, could you describe it to me, talk me through any problems you faced and how you solved them' Even if the candidate is clearly technically superb, the job may not be right for them. I have had several situations where the agency has mis-sold an architect into applying for a senior dev role. Then there are the situations when I have a superb candidate who clearly wants the job, but they will not fit in with the rest of the team due to personality issues. It could be argued that Psychometric tests can help answer the 'will they fit in' question, but Iâ(TM)m not convinced. As a senior architect with 12 years experience and a very strong resumee, if I walked into an interview and was given a written test to fill in, Iâ(TM)d leave: The employer just failed question 2.