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maya-joshi-blogs · 4 months ago

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Recruitment Aptitude Testing: Measuring Skills for Career Success

As organizations increasingly focus on finding the best talent for their teams, recruitment aptitude testing has emerged as a key tool in shaping successful hiring strategies. While traditional hiring methods often rely heavily on resumes and interviews, aptitude testing offers a more objective approach, helping businesses make data-driven decisions. Recruitment aptitude testing goes beyond surface-level impressions, providing a deeper look into a candidate’s skills, problem-solving abilities, and potential for success in a specific role. If you are an employer looking to optimize your hiring process or a job seeker preparing for assessments, understanding the role of recruitment aptitude testing can give you the edge you need.

In this post, we’ll explore what recruitment aptitude testing is, how it works, the benefits it offers to employers, challenges faced by recruiters, and the future of this innovative approach to hiring. We’ll also examine what candidates can expect when facing these tests and how they can leverage their results to unlock career success.

1. What is Recruitment Aptitude Testing?

At its core, recruitment aptitude testing is a systematic process used by employers to measure a candidate's abilities in various areas relevant to the job role. Unlike traditional interviews, which are subjective and can often be influenced by personal biases, aptitude tests provide objective, measurable insights into a candidate's potential.

Definition

Recruitment aptitude tests evaluate a candidate’s cognitive abilities, such as logical reasoning, problem-solving skills, verbal and numerical proficiency, and their ability to think critically. These tests are specifically designed to measure skills and competencies that are essential for job performance, making them a reliable tool for predicting future job success.

Types of Aptitude Tests

Cognitive Ability Tests: These tests assess general intelligence, including problem-solving, pattern recognition, and abstract thinking. They are used to predict how well a candidate will perform in a given role by testing their ability to learn new concepts and adapt to challenges.

Situational Judgment Tests (SJTs): SJTs present candidates with hypothetical, job-related situations, asking them how they would respond. These tests evaluate decision-making abilities and can reveal how candidates approach problems and make choices under pressure.

Skill-Specific Assessments: Certain roles require specific skills, and aptitude tests can be tailored to measure these abilities. For example, a coding test for a software developer or a language proficiency test for a customer service role.

Personality and Cultural Fit Assessments: These tests measure a candidate’s personality traits and determine if they align with the company culture. While they don’t directly assess job-related skills, they can help identify individuals who are likely to succeed within the organization’s environment.

Key Goals of Aptitude Testing

Objective Evaluation: Aptitude tests provide a standardized and unbiased method for assessing candidates' capabilities.

Reducing Bias: Since aptitude tests focus on skills rather than personal characteristics, they help reduce unconscious biases that may influence hiring decisions.

Role Matching: Aptitude testing ensures candidates are matched to roles that suit their skills and abilities, enhancing job satisfaction and long-term success.

2. The Role of Aptitude Testing in Modern Recruitment

In today’s competitive job market, organizations are increasingly relying on recruitment aptitude testing to streamline their hiring processes. With the demand for top talent higher than ever, businesses can’t afford to rely on traditional hiring methods alone. Recruitment aptitude tests offer a way to cut through the noise and pinpoint the candidates who are most likely to excel in their roles.

Why Skills Matter More Than Ever

Skills-based hiring has become a focal point for many organizations as they look for candidates who can hit the ground running. Traditional qualifications, such as a college degree, are no longer the sole indicators of success. Employers now recognize that hands-on skills and the ability to apply knowledge in real-world scenarios are just as valuable—if not more so—than academic achievements.

Recruitment aptitude testing offers a reliable way to evaluate these hands-on skills. For example, a coding test can show if a software developer is capable of writing efficient code, while a situational judgment test can gauge how a candidate would handle a high-pressure customer service situation.

Data-Driven Decision-Making

Aptitude testing is a data-driven approach to hiring. By using a combination of cognitive and skills assessments, employers can gather concrete evidence to support their hiring decisions. This not only improves the accuracy of decisions but also allows for a more structured and consistent recruitment process.

For instance, in industries like technology and finance, where specific skill sets are crucial, aptitude tests can provide clear insights into whether a candidate has the necessary skills to succeed. With this information, recruiters can confidently move forward with candidates who have the best potential for long-term success.

Benefits for Employers

Reducing Hiring Errors: Aptitude tests can help reduce the risk of making poor hiring decisions by providing an objective measure of a candidate’s skills. This minimizes the chance of hiring someone who doesn’t meet the job requirements, reducing turnover and associated recruitment costs.

Streamlining the Process: When employers use aptitude tests, they can quickly assess multiple candidates on an equal footing. This not only speeds up the hiring process but also ensures consistency in evaluating candidates across different stages of recruitment.

Identifying High-Potential Candidates: Aptitude tests reveal more than just a candidate’s current skill level; they also shed light on their ability to grow and develop in the future. Candidates who excel in these tests are likely to perform well and adapt quickly to new challenges, making them valuable assets to any team.

3. Designing Effective Aptitude Tests

Creating an effective aptitude test requires careful consideration of various factors. It's important to ensure that the tests are relevant, fair, and scientifically validated to provide accurate insights into a candidate’s capabilities.

Key Elements of a Good Test

Relevance to Job Roles: The test should measure skills that are directly relevant to the position. For example, a marketing role might include tests focused on creativity, communication, and problem-solving, while an engineering role might include tests on technical abilities like math and logical reasoning.

Fairness and Inclusivity: A well-designed test must be inclusive, ensuring that it does not favor one group of candidates over another. This includes avoiding cultural or gender biases that could affect the results.

Scientific Validation and Reliability: It’s essential that aptitude tests are scientifically validated to ensure they measure what they are intended to measure. Reliable tests help recruiters confidently rely on the results when making decisions.

Customization for Industry Needs

Different industries require different skills, and this should be reflected in the design of the aptitude tests. For example, a financial firm might prioritize numerical reasoning and analytical skills, while a creative agency might focus on problem-solving and communication. Customizing the tests to suit industry-specific requirements ensures that the assessments are both relevant and useful in evaluating candidates for the role.

Balancing Automation and Human Judgment

While automation in recruitment processes offers efficiency, it’s important not to remove the human element entirely. Recruiters should combine test results with their judgment and experience to assess the overall suitability of a candidate for the role. Aptitude tests should be seen as a tool to complement, not replace, human judgment.

4. Challenges in Using Recruitment Aptitude Tests

Despite their advantages, recruitment aptitude tests can present challenges for employers. Recognizing these challenges and addressing them can help organizations use these tests more effectively.

Common Pitfalls

Over-Reliance on Test Scores: While aptitude tests provide valuable insights, they should not be the sole factor in hiring decisions. A candidate's experience, cultural fit, and soft skills are also crucial elements to consider.

Lack of Customization: Generic tests that aren’t tailored to specific job roles can provide irrelevant or misleading results. Customizing tests to align with the requirements of the role is essential to their success.

Mitigating Bias

Despite efforts to create unbiased tests, there is always the potential for bias in recruitment processes. Ensuring that tests are free from bias—whether it's gender, ethnicity, or socio-economic—requires careful design and regular reviews of test content and application.

Cost and Implementation

Developing and implementing aptitude tests can be costly, especially if they require specialized software or platform integration. However, the long-term benefits—reduced turnover, faster hiring, and improved candidate quality—can outweigh the initial costs.

5. The Candidate’s Perspective

As a candidate, aptitude tests can be both exciting and intimidating. But understanding what to expect and how to prepare can turn these tests into an opportunity for growth.

Preparing for Aptitude Tests

The key to success in aptitude testing is preparation. Familiarize yourself with the types of tests you may encounter, whether it’s a coding test, logical reasoning challenge, or a personality assessment. There are numerous online resources and practice tests available that can help you hone your skills.

Transparency in Testing

Employers should always explain the purpose of the aptitude tests to candidates. This ensures that candidates understand how the results will be used and what the tests are designed to measure. When candidates feel informed and prepared, they are more likely to perform well.

Feedback and Growth

Aptitude tests can provide valuable feedback on areas where you excel and areas for improvement. Whether or not you succeed in passing a test, use the results as a learning experience to sharpen your skills and prepare for future opportunities.

6. The Future of Recruitment Aptitude Testing

Recruitment aptitude testing is rapidly evolving, with new trends and technologies shaping its future.

Trends to Watch

AI and Machine Learning: Artificial intelligence (AI) and machine learning are increasingly being integrated into aptitude testing platforms. These technologies enable adaptive testing, where the difficulty of questions adjusts based on a candidate’s responses, providing a more accurate assessment of their abilities.

Gamification: Many employers are experimenting with gamified recruitment assessments that make the testing process more engaging for candidates. These tests often focus on skills such as problem-solving and creativity and provide real-time feedback, making the process both interactive and informative.

Evolving Employer-Candidate Dynamics

As recruitment aptitude testing becomes more widespread, the dynamic between employers and candidates will continue to evolve. Candidates may be more likely to view these tests as a standard part of the hiring process, while employers will benefit from a broader, more diverse pool of candidates.

Ethical Considerations

As recruitment aptitude testing becomes more integrated into hiring practices, ethical considerations around data privacy and fairness will become more important. It’s crucial for organizations to ensure that the tests are used responsibly and that candidates’ personal information is kept secure.

Recruitment aptitude testing is a game-changer in the hiring process. It allows employers to make data-driven decisions, reduce hiring errors, and match candidates to roles that suit their skills and abilities. As a candidate, preparing for and understanding these tests can give you a competitive advantage in securing the role you desire. As both employers and candidates embrace recruitment aptitude testing, we can expect to see more efficient, fair, and effective hiring practices that pave the way for career success.

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FAQs

What is the purpose of recruitment aptitude testing? Recruitment aptitude testing serves to assess candidates' cognitive abilities, problem-solving skills, and job-specific competencies, providing a more objective and reliable measure of their suitability for a role.

Are aptitude tests accurate predictors of job success? Yes, aptitude tests are designed to measure skills that are directly related to job performance. While no test is foolproof, they are reliable indicators of a candidate's ability to succeed in a given role.

How can candidates prepare for recruitment aptitude tests? Candidates can prepare by practicing sample tests online, improving relevant skills, and familiarizing themselves with the types of assessments they may encounter during the hiring process.

What types of skills do recruitment aptitude tests measure? Aptitude tests measure cognitive abilities, such as logical reasoning, numerical proficiency, verbal skills, and specific technical abilities required for the job.

Are recruitment aptitude tests biased? Well-designed aptitude tests aim to be unbiased, but it’s important for employers to regularly review and update tests to eliminate any potential biases related to culture, gender, or other factors.

Can recruitment aptitude tests replace interviews? While aptitude tests provide valuable insights, they should complement interviews, not replace them. Interviews offer the opportunity to assess soft skills, cultural fit, and a candidate’s overall potential.

What industries use recruitment aptitude testing? Recruitment aptitude testing is widely used across industries, particularly in technology, finance, healthcare, and customer service sectors, where specific skill sets are crucial.

How can recruitment aptitude tests help employers? These tests help employers identify the best-fit candidates, streamline the hiring process, reduce turnover, and make more data-driven decisions.

What is the difference between aptitude tests and personality tests? Aptitude tests measure a candidate's cognitive abilities and skills related to job performance, while personality tests assess traits that impact how a person interacts with others and fits within a company culture.

Are there any ethical concerns related to recruitment aptitude testing? Ethical concerns include ensuring data privacy, eliminating biases, and ensuring tests are fair and transparent to candidates. Employers should take these factors into account to avoid discrimination and ensure responsible use of test results.

#Recruitment aptitude testing #Skills-based hiring #Cognitive ability tests #Data-driven recruitment #AI in recruitment

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valian-business-solutions · 2 years ago

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Why Skill-Oriented Hiring is the Future's Key

In the ever-evolving landscape of human resources and recruitment, one trend stands out as a true game-changer: skills-based hiring. At Valiant Business Solutions, we firmly believe that this approach is the future of talent acquisition . It turns out that the issue is not machines taking over all of our employment. Finding people with the necessary abilities to perform the roles that are being created every day is the issue. But there is a workaround. To fill knowledge gaps and enable humans to stay up with the machines, introduce skills-based hiring. In this blog post, we will explore why skills-based hiring is gaining momentum and why it is the key to building a stronger, more effective workforce.

The Traditional Approach vs. Skills-Based Hiring: Traditionally, many recruitment processes have relied heavily on resumes and formal qualifications, such as degrees and certifications. However, these traditional methods often fall short of capturing a candidate's true potential. Skills-based hiring shifts the focus from credentials to capabilities. 1. A Focus on What Matters Most: Skills-based hiring recognizes that what truly matters is a candidate's ability to perform the job. Instead of getting lost in the sea of degrees and buzzwords, employers can zero in on the specific skills and competencies required for success in a role. 2. Reducing Bias and Increasing Diversity: Traditional hiring methods can inadvertently introduce bias into the process. Skills-based hiring relies on objective criteria, making it more inclusive and diverse. It allows individuals with the right skills, regardless of their background, to shine. 3. Adapting to Rapid Technological Changes: In today's fast-paced world, technology is constantly evolving. Skills-based hiring is agile and adaptable, focusing on the skills that are relevant today rather than outdated qualifications. This is crucial in industries where the landscape changes rapidly. 4. Better Alignment with Job Requirements: One of the main benefits of skills-based hiring is the alignment it creates between the skills a candidate possesses and the skills required for the job. This leads to quicker onboarding and reduced skill gaps. Implementing Skills-Based Hiring at Valiant Business Solutions: At Valiant Business Solutions, a leading HR Recruitment firm in Pune, we have embraced skills-based hiring as a core part of our recruitment strategy. Here's how we make it work:

1. Tailored Job Descriptions: We craft job descriptions that focus on the essential skills required for a role. This not only attracts the right candidates but also sets clear expectations from the start. 2. Skills Assessments: We use skills assessments and tests to evaluate candidates objectively. These assessments help us identify the most qualified individuals for our clients. 3. Continuous Learning and Development: We believe in investing in our employees' growth. Skills-based hiring is not a one-time event; it's an ongoing commitment to nurturing talent and helping our team members acquire new skills as they become relevant.

Skills-based hiring isn't just a trend; it's a transformation of the recruitment process that aligns with the dynamic needs of the modern workforce. At Valiant Business Solutions, we're committed to helping our clients unlock the full potential of skills-based hiring. Join us in embracing this future-oriented approach, and let's build stronger, more skillful teams together.

If you're interested in exploring skills-based hiring for your organization or need assistance in implementing this approach, reach out to Valiant Business Solutions HR Recruitment Company. We're here to help you navigate the future of talent acquisition.

#Hr Agency #Hr Agency in Pune #Recruitment Agency #Recruitment Agency in Pune #Skills-Based Hiring

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elsa16744 · 2 years ago

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Skill-based Hiring for Diversity, Equity, and Inclusion

Workplaces have evolved to adapt to the year 2020 and its aftermath. Via "work from home" or real-time virtual collaborations, enterprises have reenvisioned what a modern office space and recruitment process must include. Simultaneously, the rising trend toward skill-based hiring has increased the significance of continuing professional development. This post describes how these aspects help implement diversity, equity, and inclusion (DEI) policies.

#Skills-based hiring #skills-based hiring statistics #DEI hiring strategy

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a-god-in-ruins-rises · 5 months ago

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an engineer who works for a company i love (a small startup based in los angeles) just randomly followed me on twitter

#i have no experience with or skills related to manufacturing but it would be pretty based if they hire me as the company's resident mystic #or pack mule #i can do one or the other #those are my only skills

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icewindandboringhorror · 2 months ago

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One of the interesting bits of trying to resume working on the game after so long is looking back at my ancient Draft Placeholder versions of an image from 4 yrs ago trying to remember what the hell I meant back then, to hopefully interpret it into some more final (ish..) form of the same thing .. making slow progress lol

#At this point I've decided it's just a consistent design decision to have the sketchy slightly wonky sort of art ghbjj #I simply don't have the digital art skills/tools/patience (mostly that) to do 100% digital things and have a Clean Polished Professional #Neat Looking Perfect Crisp Lines sort of thing like one would see in most games. I'm drawing everything in pencil half decently (not strict #ly making sure every line is straight or that the perspective even makes sense) and then scanning it in and coloring it on the computer #and that's about it. In another world I could hire an artist or two to do professional backgrounds and charcter art or etc. - but as I am #a mere penniless peasant hermit with functioning issues who has to do every aspect of everything themselves - I'm just going to do #what is possible within the time frame/my ability/etc. and then just be like ''ah you see! actually this is intentional~ it has a homemade #crafty hand drawn sort of charm about it - yes? this was the direction all along!!'' LOL #Which for the record I'm not like complaining that it's necssarily Bad or anything - more just I suppose not the Professional Polished #style you Typically see in a lot of things - again the like - sketchy unclean lines of it all.#(like I think usually people use some sort of symmetry tool to make sure that all sides of a box are neat and clean and have that #Professional Game Art type of feel about them - rather than 'this is a scan of scraggily pencil lines in which I did not even bother to use #a ruler or try to get them all that even' lol). So it's not that it's BAD really.#just I think.. perhaps ''unconventional'' compared to the examples of other #games I've looked at. BUT. the point is to convey an idea. I think your art has failed if you do not convey a concept properly. But so #long as it meets your purposes and is not SOO cluttered/scribbly that nobody can even tell what's going on (unless that IS your intention)#then like.. I think it's fine. You can tell a house is a house even if it's not polished. No worries. (<convincing myself)#ANYWAY.. also 'Nanyevimi Market Quest' is still SUCH a placeholder name but I genuinely can never think of anything else so #I've just been going with it for now ToT... There's no distinct actual throughline story/plot so there's no 'theme' to base a title #around. Kind of like how 'The Sims' is just called the sims because naming it like 'Sims: Downfall Of Pleasantview' (one of the #towns in TS2 i think) would be a weird misname since what happens in the game totally depends on what you choose to do with it #So you can't really name it anything THAT specific (a player might not even choose to have a house in Pleasantview. what then? etc).#So it's just like..uh well...GENERALLY speaking.. everyone is uh.. on a personal quest..vaguely.. which takes place in a Market street full #of shops.. and you are mostly talking to shopkeepers... BUT it's not just a Market Quest since it's also in a fantasy world.. so we need to #give the fantasy world name.. and that's about it. I'm just at a loss for anything else. Maybe the like 2 and a half playtesters I #manage to scrounge up will have better ideas ghhh.. 'Nanyevimi Quest: Get To Know Some Shopkeepers' 'Find A Job In Fantasy World' you could #say 'Market Adventure' but some would argue just having a bunch of conversations and wandering around is not much of a real adventure.#don't want to set people up for thinking there's any drama or combat or anything. 'Do Menial Errands For Mentally Ill Elves Simulator' ghjg #(also sidenote: the '''chibi'' style versions of the characters on the menu screen....EVIL.. that style is SOOO hard for me to draw in for #some reason.. I just can't get the proportions right/have trouble fully ''simplifying'' the design.. took me HOURS lol... aUGHh)

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themandylion · 2 years ago

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I've decided that (between fighting Red Robin's bad guys and Moneyspider trying to go rogue on the side), Lonnie and Tim co-mod like... an online server/community help board/coding school for disadvantaged youth to try and get them interested in computer science. (It would be offline also, but Tim's face is hella recognizable and Lonnie is unfortunately still stuck in a coma.)

Lonnie is constantly trying to teach the kids basic hacking stuff and Tim keeps shutting him down (not literally though because that would be hella rude). ...but then Tim is like. Oh no. It would be very unfortunate. If you were to figure out how to pirate movies/TV shows/etc. from these huge corporations who are shitty to their employees. And every once in a while he maybe looks the other way while Lonnie shows the kids how to hack a global megacorporation and redistribute some of the wealth to the masses—look, Bruce, he can run your stupid company or he can babysit Lonnie Machin 24/7, he can't do both, this is on you.

It annoys the heck out of Bruce, because ugh, he is trying to set up some sort of Wayne Foundation scholarship associated with Tim and Lonnie's... whatever it is, but it'll look really bad if WF is associated with what is essentially a hacker school. (He is so proud of them and all the good they do and wants an excuse to brag to the world but also the optics :\ )

#headcanon #Tim Drake #Lonnie Machin #Red Robin #Moneyspider #Tim & Lonnie's School for Disadvantaged Nerds #every time Lonnie floats the idea of targeting WE Tim reminds him that WE treats its employees AND customers excellently #follows all state + fed regs and then some; gives back to the community; hires based on skill instead of nepotism (w/ 1 big exception); etc #and Lonnie is like UGH ok I guess we can give your shitty Fortune 500 dayjob a pass THIS time but your billionaire dad is on thin ice >:|#and Tim just laughs and nods and tells him “I know I'm the one who put him there” eyyyyy

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skin-bible · 3 months ago

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Because I'm so vitamin D deficient, I am morally superior to most daytime people.

#.#someone tried to hit my husband in their car while he was crossing the parking lot to get back into the apartment #and the new burger joint hired people with no previous cooking skill and admitted verbally with their whole chest:#'i can try to cook based off of what i remember from my cookout 5 years ago' and neglected to put a patty on my BLT #but i have weed tonight and i plan on finishing some books while hyper focused #not to be such a 'im not like other people' but genuinely i hate going out while the suns out because the dumbest of asses will try to #inconvenience you as long as it doesnt inconvenience them #anyway one driver hit a woman crossing the parking lot across my apartments like 3 days ago and i think she died upon impact

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mswyrr · 3 months ago

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#us politics tag #this!!! seriously #dei means hiring based on merit!#it's about removing the barriers of prejudice that kept skilled people out of good jobs!

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mishapeesha · 1 year ago

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currently have season four on for background noise while i do other things and i hear dean running and panting in the first few seconds of an episode and thought “is this yellow fever” it was in fact yellow fever. mind you i have not watched season 4 in god knows how long. WHY is this dumbass show embedded in my head the way that it is 😞

#should i add this skill on my linkedin page #be honest #‘can identify episodes of supernatural based off of nothing’#no one will hire me #spn #supernatural #dean winchester #spn s4

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trufynd01 · 2 months ago

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Discover how contract staffing can enhance your business efficiency by offering a flexible workforce. Learn about the advantages of this model and how Trufynd ensures seamless recruitment for short-term needs.

#Contract staffing #Trufynd #flexible workforce #temporary hiring #project-based staffing #recruitment solutions #cost-effective hiring #workforce scalability #skilled professionals #business growth

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sparkyservices · 2 months ago

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Industrial automation solutions | Factory relocation services - Yowie Bay, Sydney

https://sparkyservices.com.au/about-us/ Industrial automation solutions | Factory relocation services - Yowie Bay, Sydney These services empower companies to enhance their operations, adapt to changing demands, and ensure a seamless transition during relocations, all while benefiting from the convenience and expertise of local service providers.

#Engineering solutions Sydney #Industrial equipment maintenance Sydney #Industrial automation solutions Sydney #Factory relocation services Yowie Bay #Industrial automation Berowra Heights #Skill Engineering Hire Lovett Bay #Machine Relocating Kurnell #Turn Key Automation Duffys Forest #Base Electrical Grays Point #Thermal scan Oxford Falls #Shift coverage Sydney #Thermal scan Sydney

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complainblogforthevoid · 25 days ago

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I've finally figured out an argument that convinces coding tech-bros that AI art is bad.

Got into a discussion today (actually a discussion, we were both very reasonable and calm even through I felt like committing violence) with a tech-bro-coded lady who claimed that people use AI in coding all the time so she didn't see why it mattered if people used AI in art.

Obviously I repressed the surge of violence because that would accomplish nothing. Plus, this lady is very articulate, the type who makes claims and you sit there thinking no that's wrong it must be but she said it so well you're kind of just waffling going but, no, wait-- so I knew I had to get this right if I was gonna come out of this unscathed.

The usual arguments about it being about the soul of it and creation fell flat, in fact she was adamant that anyone who believed that was in fact looking down at coding as an art form as she insisted it is. Which, sure, you can totally express yourself through coding. There's a lot more nuance as to the differences but clearly I was not going to win this one.

The other people I was with (literally 8 people anti-ai against her, but you can't change the mind of someone who doesn't want to listen and she just kept accusing us of devaluing coding as an art) took over for I kid you not 15 minutes while I tried desperately to come up with a clear and articulate way to explain the difference to her. They tried so many reasonable arguments, coding being for a function ("what, art doesn't serve a function?") coding being many discrete building blocks that you put together differently, and the AI simply provides the blocks and you put it together yourself ("isn't that what prompt building is") that it's bad for the environment ("but not if it's used for capitalism, hm?" "Yeah literally that's how capitalism works it doesn't care about the environment" she didn't like that response)

But I finally got it.

And the answer is: It's not about what you do, it's about what you claim to be.

Imagine that someone asks an AI to write a code and, by some miracle, it works perfectly without them having to tweak it---which is great because they couldn't tell you what a single solitary thing in that code means.

Now imagine this person, with their code that they don't know how it works, goes and applies to be a coder somewhere, presenting this AI code as proof that they're qualified.

Should they be hired?

She was horrified, of course. Of course they shouldn't be. They're not qualified. They can't actually code, and even if by some miracle they did have an AI successfully write a flawless code for every issue they came across that wouldn't be their code, you could hire any shmuck on the street to do that, no reason to pay someone like they're creating something.

When actual engineers use AI what they do is get some kind of base, which they then go though and check for problems and then if they find any they fix them, and add on to the base code with their own knowledge instead of just trying different prompt after prompt until they randomly come across one that works.

People who generate code like this don't usually call themselves engineers. They're people who needed a bit of code and didn't have the knowledge to generate it, and so used a resource.

And there you go. There are people who have none of the skills of artists, they don't practice, they don't create for themselves. When they feed the prompt to the AI they then don't just use the resulting image as a reference point for their own personal masterpiece, and if they don't like it they don't have the skills to change it---they simply try another prompt, and do that until they get something they like.

These people are calling themselves artists.

Not only that, these people are bringing the AI generated thing to interviews, and they are getting hired, leaving people who slave over their craft out of the job.

And that is the difference, for the tech bros who think AI art isn't a big deal.

#complaintblog #anti ai art #fuck ai art

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