In reality, sometimes it is necessary to use violence to solve a problem. If someone is trying to kill me, that’s a problem. It is perfectly acceptable to meet that violence with violence to stop it and get away. Will that ever happen in a normal workplace, and will it be my go-to move? Almost certainly not, but the “sometimes” does leave the possibility open to that unlikely event.

For example, people answering questions honestly might answer them slightly differently to people who are lying and trying to get the correct answer.

E.g. To the question "how often do you get angry?", the answer "never" would be (potentially) highly desirable, but probably not honest. Whereas "sometimes" would be honest. So maybe some questions are there only to try and gauge honesty of the answers, so other questions can be interpreted with more confidence.

Maybe the designers of these questionnaires have innocuous-sounding questions that are really a test of whether the candidate is answering honestly, e.g. "Have you ever stayed in your pyjamas all day?" (just a silly example, but hopefully you see what I'm getting at).

I should touch base with him and see how he’s doing.

So…why are they doing the credit checks??

And for what... a questionably-measurable improvement in quality for employees that already have like a 150% per-annum turnover?

It also feels like industry is trying to turn HR and recruitment into a science-- if they can put enough algorithms and skill tests in the path, they can automate the recruitment process. I'm amazed HR doesn't detect this as an existential threat and sabotage it from inside.

> The aforementioned companies are all contracted with Paradox.ai, a "conversational recruiting software" company ...