SecureLink (TX) Contracts Manager interview questions

First, I want to thank you for taking the time to review SecureLink. We really do aim to provide an excellent candidate experience so your feedback is very valuable. Secondly, I want to take a moment to address your concern that SecureLink's recruiting process is contradictory to our messaging. You're right: our process is atypical. We use these assessments (there are two: a personality assessment and an aptitude assessment) to allow us to expand the list of candidates in consideration, not shorten it. Most recruiting processes first conduct some kind of recruiter screen of the resume to answer the basic question, "is this candidate qualified to do this job?" At SecureLink, we care less about someone's last job, whether or not they attended the "right" school, or had the "right" internship, so we just skip that step. In an effort to consider a more diverse group of candidates, including non-traditional candidates (like those going back to work after staying home to raise kids, those making a career shift, etc.), we assess aptitude and personality. We find this atypical process to be extremely predictive of success in our environment (about 4x more predictive than interviews, in fact). SecureLink is a great place to work, as you can see from our employee reviews. As you can imagine, we field thousands of resumes every year and while we'd like to give every single candidate an opportunity to interview onsite, it's simply not feasible. I hope I've addressed your concerns, but if I haven't, please feel free to email us at people@securelink.com. I'd be glad to go into more detail about the predictive success of these assessments and why our recruiting process is a little different. -Lexi Jones, VP of People