Job interviews are often nerve-wracking, and many applicants feel like they need to ace every answer to land their dream job.
However, landing a job isn’t always just about answering questions correctly.
In fact, some CEOs and hiring managers have come up with unconventional “tests” to assess candidates beyond the usual interview questions.
Some of these tests have gone viral on social media, sparking discussions about their effectiveness.
From quirky challenges like the “salt and pepper test” to the infamous “beer test,” these unconventional approaches are becoming more common in the hiring world.
The “Beer Test”: A Glimpse Into Your True Personality
One of the most famous examples of these unconventional interview techniques comes from the late Steve Jobs, co-founder of Apple.
Jobs was known for using the “beer test” during interviews, where he would take candidates out for a walk or a drink to see how they acted outside the traditional interview setting.
This technique was designed to get a glimpse of a candidate’s true personality and behavior when they were in a more relaxed and informal environment.
The Water Jug Test: A Hidden Interview Challenge?
Recently, a new test has been making waves online, and it’s all about a simple jug of water.
In a Reddit post from 2017, a user asked hiring managers to share any secret tests they might use during interviews.
The post sparked a flood of responses from both hiring managers and applicants, revealing some intriguing insights.
One applicant shared that during their interview, the company placed a jug of water and a cup on the table to see if anyone would drink from it.
This applicant explained, “I was the only person who drank the water at a ‘normal pace’ during the interview, and this was seen as being confident in the workplace environment by accepting a gift or offer.”
According to the applicant, how someone interacts with the water could reveal a lot about their character.
For example, refusing the offer or drinking too quickly might indicate nervousness or a lack of social confidence.
Mixed Reactions to the Water Jug Test
Naturally, not everyone agreed with this assessment.
Some Reddit users shared their own experiences, with one candidate expressing surprise: “Holy c**p, there was water on the table when I interviewed for my current job.
Maybe that’s why they hired me when I was only half-qualified.”
Others raised concerns about the potential downsides of the test, particularly for women or anyone wearing makeup.
One user pointed out, “I’d politely refuse it even if I were thirsty because I’m wearing lipstick and wouldn’t want to leave a stain on the cup.”
Some applicants also shared their hesitation to drink during interviews because of other reasons, like the fear of spilling water or needing to use the restroom during the conversation.
One user humorously added, “I use lipstick to mark my territory and establish dominance,” showing that people have different attitudes and comfort levels when it comes to the water jug test.
Coffee Test: A CEO’s Approach to Assessing Candidates
Beyond the water jug test, another CEO has shared a unique test he uses to gauge candidates.
Trent Innes, former managing director of Xero Australia and now the CEO of Compono, revealed that he likes to offer candidates a cup of coffee during interviews.
This simple gesture, according to Trent, helps him assess a candidate’s attitude and ownership of their environment.
He explained in an interview with the Venture Podcast that before the actual interview begins, he takes candidates on a walk to the kitchen to get a drink.
“As soon as you come in and meet me, I will always take you for a walk down to one of our kitchens, and somehow you always end up walking away with a drink,” Trent shared.
Afterward, during the interview, he observes whether the candidate offers to take the empty cup back to the kitchen.
This small act, he says, can tell him a lot about the candidate’s approach to ownership and their overall attitude.
What Do These Tests Really Reveal?
It’s clear that these unconventional tests are more about observing a candidate’s behavior, attitude, and personality rather than testing their technical knowledge.
Whether it’s drinking water at a normal pace or taking the cup back to the kitchen, these small actions can offer valuable insights into how candidates might fit within a team or company culture.
However, they also spark debate, with some questioning whether such tests might unfairly discriminate against certain individuals.
Ultimately, the value of these tests depends on how they are interpreted and how they align with the company’s hiring values.
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