The Efficacy of Psychometric Tests in Identifying Proficient Software Engineers

In the recent past, I found myself taking a psychometric test that emphasized speed and accuracy. This approach seemed somewhat out of place to me. Is the essence of engineering truly about speed? Has the discipline been diminished to mere instincts, much like foreign exchange trading? While I recognize that engineering involves solving problems, I question whether reaching a solution more quickly is synonymous with reaching the safest solution.

Engineering is not merely about finding solutions at a rapid pace. Accuracy is indeed a factor to consider, but it is not the sole determinant of a good engineering solution. Safety and resource efficiency must also be taken into account.

Interestingly, psychometric tests seem to reduce engineering to an analytical approach, while in reality, engineering is largely a classical discipline.

So, are psychometric tests the most effective way to determine if an engineer excels in their work? I would challenge this approach to some extent. From my own engineering experience, I have come to realize that solutions can arise from various perspectives and that quick thinking contributes minimally to effective engineering solutions.

I believe that speed and accuracy only measure certain aspects of an individual engineer's quick thinking abilities. While these traits might be beneficial in certain fields like aviation engineering, I believe that they represent an inner layer - something innate - that has minimal influence on the overall effectiveness of an engineer.

Finally, psychometric tests can be gamed. There are many resources available online and in books that teach people how to improve their performance on psychometric tests. This means that candidates who are good at taking tests may score higher than candidates who are more skilled in engineering.

While there may not be a universally accepted approach to determine a good engineer, I am skeptical about the inclusion of psychometric tests in the hiring process. These tests may provide some insights but should not be the sole or primary determinant in the hiring decision.