Steve Jobs had a ‘beer test’ he used for interviews at Apple—if he didn’t want to drink with you, you didn’t get the job
Many job candidates come to interviews with polished answers, rehearsed weak points, and a list of researched questions aimed at impressing. But Apple’s Steve Jobs reportedly used a much less traditional method for deciding who to hire: the “beer test.”
Instead of trying to hook candidates with a trick question or quizzing them about the latest iPhone, the late co-founder of the $4.3 trillion tech giant wanted to know something much simpler: Would they actually enjoy grabbing a beer with them?
According to multiple reports, Jobs would even take candidates on an informal walk-and-talk interview to deliberately test whether he would get along with them outside the office. The so-called “beer test” wasn’t actually about alcohol. It was about seeing if a candidate could leave the company action long enough to have a real conversation and whether they would be pleasant to be around.
Like AS USA Jobs asked potential recruits, “What did you do last summer?” It was reported that he asked questions such as. To keep the conversation going. There were no right or wrong answers, but it probably wasn’t good news if the conversation was awkward, boring, or non-existent.
Because at the end of the story, Jobs was asking himself this question: “Would I drink beer with this person? Could I talk to him comfortably while walking?” The fact that the answer was no told him something that the resume couldn’t tell.
Works previously mentioned Luck Hiring ultimately comes down to instinct.
Jobs’s ‘beer test’ may seem frivolous compared to today’s increasingly popular test Myers-Briggs evaluations and 90 minute exams. But Apple’s co-founder insisted his hiring strategy was different.
In an interview in 2008 LuckThe late tech billionaire said finding the best people for the job is “like finding needles in a haystack.” I take this job very seriously.
By then, just three years before his death, Jobs said he had interviewed more than 5,000 candidates, and that qualification alone was not enough to impress him. But there was a lot he could learn from a standard one-hour interview.
“So ultimately it comes down to your instincts,” he said. “How do I feel about this person? How does he or she feel when challenged?”
Administrators chanel, Amazon And Twitter emphasize the importance of personality
Jobs isn’t the only business leader changing the traditional interview format.
Like Luck had previously reportedGary Shapiro, former CEO of the Consumer Technology Association, has his own make-or-fail test: He asks candidates when they can start. If they say “immediately” while they’re still working, he says it’s a red flag because they’re ready to leave their current boss high and dry.
