I was excited about this opportunity initially, but the interview process quickly raised serious concerns.
As part of the hiring process, I was asked to complete a “Value Inventory” assessment where I was required to rank morally and emotionally charged items such as “A Prophet or Holy Person,” “Poison the drinking water,” “A madman,” “Global nuclear war,” etc. from best to worst — none of which had any relevance to the job I applied for.
I expressed concern to the recruiter, pointing out that these types of questions may violate ethical and potentially legal hiring standards. The recruiter admitted the questions were “unconventional” but insisted they were legal because the company is a law firm — a defense that doesn’t address the real issue: the questions were invasive, unrelated to the role, and potentially discriminatory.
This kind of assessment risks filtering candidates based on values or beliefs unrelated to their professional capabilities. It made me question the company’s judgment, professionalism, and understanding of fair hiring practices.
I ultimately withdrew from the process and would caution others — especially those in protected classes — to think twice before proceeding.