Tuesday May 17, 2016
The future of interviewing could depend upon which snack your candidate chooses and how much they drool. For years, employers have searched for the answers: What makes a great employee? How do you know if a candidate is empathetic or merciless, outgoing or introverted? How do you know if they’ll fit the position you’re looking to fill?
As humans, we tend to over complicate things. Sure there are online personality tests and empathy and job-fit and more. The problem with each lies in their subjectivity. It’s not that difficult for a desperate candidate to manipulate the results. There’s a far better approach. And the answer has been under our noses all along. Psychiatrists have found a more objective way to get to the meat of the matter: through our food preferences.
Forever we’ve used food as a way to build relationships in tribes and trade. Eating around the campfire or the table is a way to get to know one another intimately. But in the hiring process, interviews take time – even more when you wrap them around a meal. Instead, I advocate for snacks. Here’s why:
- Time Saver – No need to leave the office.
- Cost Effective – Fritos are fiscally responsible, a five-star restaurant is not (especially if the candidate doesn’t work out).
- Lowered Nerves – No need to stress over which fork to use. And seriously, who doesn’t like snacks?
- Moral Booster – Leftovers don’t need to be refrigerated and can be left out in the company lunchroom for the rest to enjoy (unlike the five-star meal).
- Complete Objectivity – Whatever they choose - sweet, sour, spicy or salty – you’ll immediately know which candidate is right for you.
The proof is in the pudding. Think about that the next time you go for those tortillas at a company function - you are what you eat.
“Dis-moi ce que tu manges, je te dirai ce que tu es.”
(Translation: Tell me what you eat, I’ll tell you what you are)
-Jean Anthelme Brillat-Savarin
Contact innotrieve. We’d like to know what you (eat) think.