5 Covert Job-Interview Tests
Long before iced coffeebecame a topic of debate, leaders used covert tests to evaluate a candidate’s“fit.” Here are 5 common tactics to look out for during interviews.
After five rounds of interviews, the business-unit president who will be making the decision on hiring you—or not—asks to meet over lunch in the conference room. For nearly two hours, over sandwiches and coffee, you talk about the job, strategy, and more. The conversation goes well enough that later you’re surprised to learn you didn’t get the job. The reason: You didn’t throw out your coffee cup when you left the conference room.
That’s not as far-fetched as it sounds. To be sure, lost in all the social-media rage about bringing iced coffee to a job interview is that fact that recruiters, hiring managers, and leaders frequently use all sorts of tests, many of which have little to do with skills or experience, to evaluate candidates. “For certain roles, especially high-level roles, fit is critical to get right for the company,” says Ryan Frechette, an associate principal with Korn Ferry Advance. “Conducting some covert tests could provide some useful insight into a person’s character.”
The value of that insight is open to debate. Experts agree that candidates shouldn’t be ruled out because of a test they were unaware of. At the same time, cultural fit, which is the basis for most of these tests, could give one candidate the edge over another. With that in mind, our experts weigh in on some covert tests candidates should keep an eye out for during interviews.
How was the receptionist received?
First impressions matter, and the first person you are likely to meet at an on-site job interview is the receptionist. How you treat that person matters. Korn Ferry Consulting’s Loretta Barr says one of her clients would call the front desk before meeting with candidates to ask how the candidate behaved with them. “Those who were rude or impatient or made a bad impression didn’t advance in the process,” says Barr. “The VP was adamant about the importance of being cordial to everyone in the building.”
How did you act in the elevator?
You get on the elevator with the person who greeted you in the lobby. In the car are a few other people. One of them, unbeknownst to you, is the person who will interviewing you for the position: Lingering in elevators or break rooms to get a candid glimpse of the candidate interacting with others is a common method of secretly judging cultural fit. “As soon as you enter the parking lot, assume that anyone you come in contact with could influence whether you get the job,” says Jennifer Zamora, a senior principal with Korn Ferry Advance, who regularly gives this advice to her clients.
Did you get that text?
Some CEOs have openly discussed texting candidates a request over the weekend to see how fast they’ll respond. The quicker the response, the reasoning goes, the more engaged the candidate is with the role and the better they’ll fit with the company’s culture. But this particular covert test is not without its critics, who say it’s unfair to candidates and a violation of their personal time. “The job market is brutal enough these days without having to worry about this kind of thing before they even have the job,” says Stacey Perkins, a career coach at Korn Ferry Advance.
Can we share a meal?
Steve Jobs famously took candidates on walks around the Apple campus before hiring them. Throughout, he would consider one simple question: “Would I want to have a drink with this person outside of the office?” If the answer was yes, then they got the job. Whether it’s a walk, a cup of coffee, or a lunch, leaders often covertly try to get a sense of the authentic person behind the performative interview candidate, says Frechette. “Whether the candidate’s true character comes out, however, is hard to know,” he adds.
Could you adapt quickly?
The interview is supposed to start at 3 PM at the firm’s headquarters. After arriving, however, you’re told the meeting has been moved to 4 PM and that it will take place via Zoom instead of in person. Consider your reaction to this news, say experts—because the hiring manager is also considering it. Leaders use this kind of test to gauge how well candidates adapt to unpredictability and high-pressure situations, says Val Olson Armstrong, a career and leadership coach with Korn Ferry Advance. “How candidates react when things aren’t going well is very important in today’s environment,” she says.
Learn more about Korn Ferry’s Leadership and Professional Development capabilities.
Read more This Week in Leadership articles
