Here’s how you can predict the job performance of a potential hire
The methods of candidate evaluation in this article seem to be to cold and robotic but it proves there are many different schools of candidate evaluation. The employer must decide which is best for them based on hiring needs and record of success.
The article does indirectly relate to how a candidate presents themselves when applying for a position. The candidate shouldn't concentrate their strategy on any one aspect of the process. Don't spend to much time and expense on a resume that will "catch the eye" of the Recruiter or hiring manager. A resume that describes your experience as a Nuclear Physicist doesn't mean you are a Nuclear Physicist. While testing shouldn't be the only factor used to evaluate if a candidate is a skill fit or not, it does help individuals who just aren't the best interviewers. Testing also assists the Talent Management team in weeding out candidates who can talk the talk but not walk the walk.
Candidates should not frown on a process including some skill testing in their evaluation, like employers should not rely on subjective interview feedback that may have opinions tainted by implicit biases. The hiring process works best for everyone when it is a well balanced process that includes objective and subjective components.