Can relate to this so much. Felt like I was an absolute shoo-in at Weil since I had the right competencies and a great rapport with grad rec. Did a great practice WG too and then lost out on my dream firm because of the final WG. I am failing to understand how the WG can be an accurate measure of one's abilities and more importantly their compatibility and acumen for the firm's specific practice? Surely a psychometric test designed predominantly for one type of intelligence should be discontinued?
Such assessments are often one of the strongest predictors for on the job performance, usually where the skills needed in the assessment are also needed day to day in the job.
They are by no means perfect - but as I keep assuming of late, recruitment is an art not a science, and therefore perfection doesn’t exist. Assessments like the WG can be one of the most accurate tools out there though, especially when they are used appropriately (eg with other assessments, with the right benchmarks, with deadlines that aren’t too short).
As they are much more likely to help with successful recruitment than relying on more subjective elements (like an application form) alone, many firms will continue to use them.
Any type of assessment is continually monitored by recruitment to see if there are any issues with it, especially with diversity concerns. The reason why applications forms change, new assessments come in or changes to the recruitment process happen, even moving from rolling to non rolling recruitment, is usually because they have assessed their recruitment data and realised something isn’t working as best as it can.