Boss explains secret job interview 'coffee test' - and brutal consequences for failing

Hiring processes can be challenging, both for the company and the candidates. Companies strive to hire the best possible candidates who can excel at the job and fit in with the company culture. However, finding the right person is not always easy, and some companies have developed unconventional methods for assessing potential candidates. Two such methods include the "coffee cup test" and the "receptionist test."

Trent Innes, the former managing director of Xero Australia and now CEO of Compono, is known for using the "coffee cup test" during interviews. Innes believes that a candidate's attitude is just as important as their skills and experience when it comes to hiring. In his test, Innes takes candidates to the kitchen to grab a drink before the interview. He then checks to see if they offer to bring their empty cup back to the kitchen. According to Innes, this small act of tidiness indicates a candidate's willingness to fit in with the company culture.

The coffee cup test is not without its critics, however. Some people argue that it is unfair to use such a trivial matter to judge a candidate's potential. Others suggest that it's not a reliable indicator of how well a candidate will fit into a company culture. It's important to remember that not all candidates will be comfortable with the same level of familiarity during interviews. Some may feel more comfortable with a formal approach, while others may appreciate a more informal one.

Another unconventional hiring method is the "receptionist test," which was popularized on Reddit's Life Pro Tips forum. In this test, the hiring manager pretends to be the receptionist and assesses how the candidate treats them. If the candidate is dismissive or rude, it's an indication that they may not be a good fit for the company. The reasoning behind this test is that everyone in the company deserves respect, regardless of their position or title.

Like the coffee cup test, the receptionist test has its critics. Some people argue that it's a manipulative and unfair tactic to use on candidates. Others suggest that it's not a reliable indicator of how well a candidate will fit into a company culture. However, there are some arguments in favor of using the receptionist test. For example, if a candidate treats the receptionist poorly, it may indicate that they lack empathy or have poor interpersonal skills, both of which could be problematic in a team setting.

It's worth noting that these unconventional hiring methods are not foolproof. No hiring process can guarantee that a candidate will be a good fit for a company, and it's essential to use a range of methods to assess potential candidates. The most critical factor is finding the right balance between assessing skills and experience, and assessing a candidate's potential to fit in with the company culture.

In addition to the coffee cup test and the receptionist test, there are other unconventional hiring methods that companies use. For example, some companies may ask candidates to participate in group activities, such as problem-solving exercises or role-playing scenarios. These activities can help assess a candidate's ability to work in a team and their problem-solving skills. Others may use personality tests or ask candidates to complete unconventional tasks, such as designing a marketing campaign or creating a presentation.

In conclusion, unconventional hiring methods such as the coffee cup test and the receptionist test can be useful tools for assessing potential candidates. However, it's important to use these methods in conjunction with other assessment tools to ensure that the hiring process is fair and accurate. Ultimately, the goal of any hiring process is to find the best possible candidate for the job, and unconventional hiring methods can be a useful tool in achieving that goal.