This 'interview game' created by the CEO of Charles Schwab received mixed response from employees and jobseekers. Will you try it?
Usually, job interviews are conducted in the office or cafe. Then, the hiring team will ask the candidate to introduce themselves, followed by a set of questions, and wrapped up by small talk. Have you tried initiating an interview with a game?
Karla L. Miller came across a tweet about a new way to conduct an interview, she wrote in the Washington Post in 2019, and it was through a 'mind game’. The tweet said to take a job candidate out for a lunch interview, and secretly ask the server to intentionally mess up the candidate's order. The purpose is to see how the candidate reacts to this mistake.
The response to this tweet was mostly negative, pointing out the possibility of food allergies and other sensitive needs. The poster of this tweet, then, claimed that this wasn’t their own idea—it was based on a 2016 interview with Walt Bettinger, president and CEO of Charles Schwab.
Public Reception
Bettinger said that this ‘game’ is to have an authentic, transparent, and vulnerable interview process. A recruiter can learn the candidate’s true nature by the messed up order. Miller said that Bettinger “would privately set up the ‘mistake’ in advance with the restaurant manager as a way to test ‘how (candidates) deal with adversity. Are they upset, are they frustrated or are they understanding?”
In addition to inflicting hidden allergies, people questioned about the power-trippy way of involving a server and a job-seeker in a mind game they didn’t sign up for. Even Bettinger himself had only used this technique twice in 35 years.
Moreover, this interview technique can harm both the candidate and the company. For example, if candidates find out about the rigged situation, they might spread it and reduce the company’s employer branding.
Drawing Candidate’s True Character
Looking at the candidate’s references is enough to see their true character, Miller concluded. A more conventional investigation is also acceptable. For example, recruiters can bring the candidates to meet some of their future colleagues to see how they react to new people. This activity can reveal a lot of their nature—do they give respect? Do they do well in the discussion? Are their gestures positive or negative?
Sometimes job interviews don’t have to go too far to assess a candidate's quality. This mind game, or maybe other kinds of mind games interview out there, might be unacceptable for some individuals. Keep in mind that different candidates might need different treatment in order to know their true character.
Next Read: 7 Must-have Qualities to be a Successful Recruiter
