Camilla Landström, a resident of Skellefteå, has voiced her frustration regarding the growing number of psychological tests prospective employees are subjected to during job applications. Reports indicate that a significant majority of respondents in a recent survey have underwent personality tests, while IQ tests are also becoming more common in recruitment, including for blue-collar jobs. This trend is met with criticism from experts who believe that these tests do not accurately predict job performance and can create an inflated reliance on their results.

Professor Bo Melin from the Karolinska Institute highlighted the pitfalls of this testing inflation, stating that many tests provide little insight into an individual’s potential job performance. He noted concerns over digital testing formats, where candidates might collaborate on tests in groups, undermining the integrity of the assessment process. This practice exacerbates issues surrounding the effectiveness of these tests in evaluating true job readiness and capability.

The context of Landström's frustration is heightened by the significant rise in unemployment in Skellefteå following the bankruptcy of Northvolt, which has intensified competition for jobs. This environment makes the stakes of hiring practices—and the fairness of testing—more crucial as candidates navigate a field that increasingly relies on psychological evaluations, further complicating their pursuit of employment amidst challenging economic conditions.