What do you make of this recruitment idea? The top executive of an American marketing company has introduced a “snowflake test” designed to weed out overly sensitive job applicants who are judged too easily offended.
The questionnaire’s creator Kyle Reyes has defended his personality test by pointing out: “A snowflake is somebody who is going to whine and complain and come to the table with nothing but an entitled attitude and an inability to back their perspective.”
He adds: “We use the test to weed out the sort of people who were inundating us with resumes and didn’t even know what we did.”
To many managers Mr Reyes’ system seems fair play but to many more it’s decidedly over the top.
But is there ever such a thing as going too far when an HR Director or CEO sets the questions for interviewing?
At what point does asking the questions that can determine whether someone’s personality will be a good fit for the job move into dangerous territory?
Well, there are things that can’t be asked, such as a candidate’s relationship status or personal details about their family.
And we certainly wouldn’t recommend including Mr Reye’s corker: “When was the last time you cried and why?”
What you can do, however, is ask less probing questions that still allow you to find out how someone thinks by the way they respond.
For example, let’s say the question is bog standard, perhaps: “What makes you believe you’re the right person for this job?”
There are some responses that provide big clues to personality.
If a candidate is suddenly defensive – “I think my CV shows that already!” – could this be a sign of problems dealing with authority in the future?
Or perhaps they’re completely flustered. Could this show a lack of confidence that could harm the company in tough business negotiations?
An honest yet confidently delivered answer meanwhile – “I believe I bring the required skills but the real proof will come when I show you what I can do in the job” – shows a well-prepared character without any attitude.
You get the picture here and so does any manager worth his, or her salt: hiring the best is as much about gauging emotion as it is testing knowledge.
Often, it’s all about how an answer is given . . . and in this area even snowflakes can be super cool!
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