Is it fair for an employer to require applicants to provide their last salary details & complete a psych test BEFORE being shortlisted & interviewed...& quickly rejected?

The hiring process is often a candidate’s first glimpse into a company’s culture and values.

But what happens when the process feels more like an obstacle course than an opportunity? 🤔

Chatting with the Talentology AU Community, here are three hiring practices I’ve come across recently from an Australian Big 4 Bank that spark a lot of debate:

1️⃣ Requiring candidates to disclose their previous salary during the initial application process.

↳ Is this fair, or does it perpetuate wage inequality?

↳ In some places, it’s illegal, but many companies still ask.

↳ Should salaries be based on the value of the role, not past paychecks?

2️⃣ Mandating candidates to watch a 20-minute video on company culture before even reaching the interview stage.

↳ Transparency about the workplace, or too much too soon?

↳ Candidates’ time is valuable. Should they need to “buy in” before the employer shows interest?

3️⃣ Psychometric evaluations with no promise of an interview.

↳ While these tests may offer insights, rejecting candidates solely based on results feels cold.

↳ Most candidates believe psych tests happen at the end of a recruitment process—not the start.

↳ Does this practice provide false hope?

↳ These candidates often share the same experience: being rejected with the explanation, “We’ve been inundated with great applications, but you haven’t made the cut.”

↳ What happens to the psych test data once a candidate is rejected? Is it stored? Deleted? Used elsewhere? Transparency around this process is critical.

🚨 Is it fair to ask applicants to invest time in a psych test when they are likely to be rejected? 🚨

Shouldn’t employers put effort into shortlisting candidates before requiring such a commitment?

🚦 Where Do We Draw the Line? 🚦

Hiring should be a two-way street, rooted in respect and transparency. Practices like these risk alienating great talent.

💡 Your turn:

↳ Are these necessary for finding the right fit, or do they create unnecessary barriers?

↳ Have you encountered any of these in your job search or hiring process?

👇 Drop your thoughts below.