Kyle Reyes, the CEO of Silent Partner Marketing in Manchester, Conn., created a snowflake test after receiving hundreds of applications to weed out whiny, entitled candidates.
Media coverage of this test was high because it implied that some people were quite different – like snowflakes – and therefore suspicious. During Reyes’ testing process, candidates are evaluated for their sensitivity to company culture. Some examples are:
- How do you feel about guns?
- Are the police satisfied?
- “Entitlement” is a difficult concept to define.
It is a flawed test design, despite Reyes’ best intentions. However, even though he seeks candidates who can fit the culture of the company, it is difficult to choose between candidates.
There is a danger of groupthink.
When hiring repeat employees, an organization should consider beliefs rather than perspectives. Client segments with different communication needs may be hard to reach.
Mollie Delp, who works at Workshop Digital in Richmond, Va., said an employer may only hire extroverts and will prefer to weed out the quiet, introverted, or shy candidates.
Thus, there can be a great deal of variation in the way each of us approaches a problem. Although we all have clients and contacts with whom we interact, it’s unlikely that they’ll all be extroverts too.
As opposed to asking for descriptions of thinking processes, find out how candidates solve problems. Samar Birwadker, CEO of Good&Co, said he tests candidates for their ability to apply new ideas in challenging situations.
Tests entail fear as a central component.
Todd Mitchem, a Denver executive coach and manager of disruptive initiatives at a Denver executive coaching firm, discusses the snowflake test’s shortcomings and how it is degrading to individuals. Motivation, inspiration, and elevation are essential ingredients to leading a team to success. Rather than create a culture of fear, Reyes actually creates the opposite.”
The snowflake test results in employers being aware from day one that their beliefs and ideas will be evaluated. As a result, they will not share new ideas because they might face punishment.
It is recommended by Dr. Steven Stein that we concentrate on emotional intelligence as an alternative. If you have employees who are open-minded and accept all viewpoints, your organization will thrive.
It is important to understand how hiring works.
The snowflake test does not take into account the fit of a job before hiring. Also, snowflakes may not always be accurate.
He hired people to do the job, but will they actually be able to do it? He asked. Based on his snowflake test, Chris Boesch, the CEO and founder of Choose People in Denver, does not evaluate performance. Followers suffice.”
Stein went on to say, “This test has no foundation.”. Although it does assess aspects that could be considered legitimate, such as the ability to function in specific cultures or groups, there is something questionable about how it is done. Working in an environment where everyone believes the same thing is unproductive.”
Instead of discussing politics during an interview, focus on interpersonal skills, detail orientation, and hard skills related to the responsibilities of the position. To accomplish this, you can hire Caliper, Traitify, or sixQ software. Personality and skills assessments can help employers hire the best candidates.