A CV is a self-report. It's written by the candidate, about the candidate, with every incentive to present the best possible version of events. That's not dishonest — it's just the nature of the document. The problem is when a CV becomes the primary filter for who gets an interview.
Role-specific assessments flip that. Instead of asking a candidate to describe their skills, you observe them applying those skills to a realistic task — a work-sample exercise, a situational judgment scenario, a detail-accuracy check under time pressure. The result is evidence generated during the hiring process itself, not evidence curated beforehand.
This doesn't replace judgment. A fit score is one input among several — interviews, references, and a recruiter's own read on the person still matter. But it gives that judgment something firmer to stand on than a well-formatted résumé.