7 Secret Ways Employers Like Apple Test Candidates To Find The Perfect Fit

The interview process is becoming exhaustive as the cost of a bad hire skyrockets. Gone are the days when a candidate had to simply complete a generic application and muddle through an interview or two.

Now, we have not only resumes, cover letters, and extensive online application forms, but screening questions, portfolio submissions, the 2 hands test and interviews–many rounds of interviews. In fact, as many as seven rounds of interviews are conducted for successful candidates at Google. But what candidates aren’t necessarily aware of that with every round of interviews, employers aren’t just looking around for the right responses.

Employers ask all sorts of interview questions, and yet what candidates don’t know is that their eligibility might ride on more than their answers. This is because strategic employers secretly test candidates during interviews a number of different ways-most of which, candidates will never realize.

Here are some of the ways in which employers secretly test candidates to find the perfect fit:

1. Staging interactions

Candidates are naturally trying to impress employers so naturally they present themselves differently to them. But as they attempt to butter up hiring managers, they may overlook how they treat those who are not directly involved in the hiring decision-or so they think. How a candidate treats others matters. It’s not only very telling of their character, but how they might function once they’ve secured a position.

So, employers may stage interactions with, say, cleaners so that a candidate passes them on their way in and later get feedback from the cleaner to see what their interaction was like. Did they acknowledge their existence? Were they friendly? Or did they look right through them or fail to say “thank you” as the cleaner held the door?

2. Asking irrelevant questions

Hiring managers or interviewers may ask seemingly irrelevant questions. For example, an interviewer at Apple asked a candidate “is coconut a fruit?” out of the blue and mid-interview.

The random question isn’t exactly random. It serves a purpose and that is to disrupt an interviewee’s train of thought. This reveals not only how they will react on the job where interruptions from colleagues (and/or customers) are commonplace, but how quickly they’re able to regain focus.

3. Staging an interruption

In addition to asking a question that interrupts a candidate’s train of thought, interviewers may also stage an interruption for the same purpose. Except for this time, an interviewer can see how someone responds to someone who they’re not looking to impress.

4. Engaging in small talk

People typically want to talk about themselves in an interview, so any time used to listen to someone else is often time that makes a candidate uncomfortable.

Seemingly unrelated chat about someone else happens frequently within the average workplace so it can be telling to see how a candidate will respond. This can help gauge how well a candidate will fit into an existing team. Which in return, helps you better understand how likely they are to enjoy the role and their likelihood of workplace satisfaction.

5. Showing up late

An interviewer may keep a candidate waiting to see how they respond. It’s an easy way to potentially unlock a great deal of character. It exposes the candidate’s patience, flexibility and demeanor as stress surmounts. For many positions, these are key to success on the job, but are otherwise difficult to reveal with situational or anecdotal interview questions (eg, the “tell me about a time when…” question).

6. Analyzing seat choice

According to psychology, where you sit matters. This holds true for both in-person and virtual interviews.

In-person interviews often happen in meeting rooms, offering candidates a number of seats to choose from. And so which seat a candidate selects can offer insights to an interviewer. For example, do they take the seat beside the interviewer, the seat at the opposite end of a long table, or an adjacent seat? While there’s no right or wrong answer, it can exude a degree of authority, comfort, and confidence–or not.

It’s also true for remote interviews. While there’s no specific seat at a table, it can be telling where a candidate chooses to sit.

For example, I once had a virtual interview where the candidate chose to sit outdoors for the video call (for a fully remote position). As lovely as fresh air and sunshine is, it was mid-summer and the candidate resided in a city in the south. Not only was it evident that the candidate was uncomfortably hot, but the city was loud and so it was difficult to hear the candidate.

As the interview went south, the candidate got nervous. In realizing that it was difficult to hear, the candidate noted that their spouse was practicing an instrument. The candidate may have been great, but the interview wasn’t. And it gave the impression that the candidate would be working in an environment that wasn’t necessarily conducive to focus and productivity.

7. Whether or not candidates accept a drink

This is largely subconscious, however, it can influence an interviewer’s perception of a candidate and as strange as it sounds, it puts the interviewer at ease. The reason being is that psychologically, people like to feel as though they have something to offer that others want. And so when someone offers a drink, such as a coffee or water, it sets a positive tone that you not only have what they want, but they’re looking to accept what you have to offer.

By saying no, a candidate subconsciously sets a negative precedence, which can set the stage for an interview and unknowingly influence the interviewer.

At the end of the day, or at the start of an interview, it’s important to have a system of gauging a candidate’s candidacy from multiple angles. Every interview is an opportunity to gain insights about the candidate, and the reason for multiple interviews is to better get to know a candidate.

After all, someone might do great one day and completely flop the next. As employers, it’s important to find people that are not only ideal once, but ideal consistently-and on many accounts.

By using these types of undercover tests in addition to Apple’s rule of 3 E’s, you can get a better read on how a candidate will function and act within your working environment. They can help employers gain more insights and more effectively find the right candidate for a role. In return, leading to better hiring decisions, which can help lower turnover rate and increase workplace satisfaction.

The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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