Do analysts and associates actually review IQ/personality assessments when considering entry level hires?

Based on the WSO Dataset, there's no direct mention of analysts and associates reviewing IQ/personality assessments as part of the hiring process for entry-level positions. The discussions and insights provided focus more on the roles, responsibilities, and experiences of analysts and associates within investment banking, rather than their involvement in the recruitment or assessment process of new hires.

However, it's common in the industry for HR departments or recruitment teams to handle the initial stages of the hiring process, which can include the review of IQ/personality assessments. These assessments might be used to filter candidates before moving on to interviews where skills, fit, and potential are evaluated more closely by analysts, associates, or higher-level staff.

The perception that these assessments are not reviewed but used as data points or for gathering insights on candidate pools is speculative. While firms may analyze aggregate data for various purposes, individual assessment results could still play a role in the decision-making process, especially in highly competitive environments where distinguishing between candidates becomes necessary.

In summary, while the WSO discussions don't specifically address the review of IQ/personality assessments by analysts and associates, it's more likely that such assessments are part of a broader HR-driven process aimed at screening candidates before more in-depth evaluations by investment banking professionals.

Sources: Associates who “Do” vs. “Review”, What do your IB associates do?, Overemphasis on fit, Q&A: 2nd Year Analyst at McKinsey in Europe, Networking: Analysts vs Associates vs MDs