Digital Strategist, Competition Aggregator at Premium Prizes
When I worked in HR and Recruitment I did find it an accurate tool. I did this for 12 years. I used the Thomas Assesments such as the PPA and TST. However, they MUST be used in conjunction with a full interview process. The PPA could be used alone but the TST had to be used with the PPA. I often used it for promotions. It worked very well when interviewing someone for a position they were not suited to in terms of full skills set. These tests determined if the person had the ability to learn, how well they learnt, the best environment to learn and how quickly they would learn. I could then successfully and accurately place a person in a position 'lacking' certain skills and know that they would adapt, learn and confidently settle (and excel) in the position.
My best example was doing the PPA and TST on a candidate who had done the same job at the same company on the same system for 12 years. A creature of habit. She was looking for a change in environment. On completion of the tests I knew she would not cope. She needed routine, was not creative, would not be able to spot 'grey' areas in the system and suggest solutions and would not learn the new system easily or quickly. I knew this from doing a full, detailed job spec with the client. The system was new to the company so they would not be in a position to give her training outside of the standard training she would be sent on. Once I had the test results we went back in for a 2nd interview and I had a completely different view of her and asked a new set of questions. The answers she gave me backed up the results. I even got her to talk about her home life. Creature of habit. She didn't get the job.
3 test in 3 months? I find that hard to believe. When I trained under Thomas I was given strict instructions not to process any of the tests within a 6-month period on the same person. Ultimately who you are is who you are and these tests include a stress factor, which can then be qualified in a 2nd interview. Any candidate confident and honest when disclosing their capabilities and lack of skills should not be nervous.
If a candidate tries to manipulate them it will give a invalid result. I always made sure the candidate was relaxed, calm, had no interruptions and understood the instructions completely. I always suggested the test be done first thing in the morning when still relaxed, not after a full day at work and always before (not after) the interview.
Unless you have studied psychology and have been trained to professionally conduct these tests, they are hard to manipulate.