Nowadays, organizations are more likely to be successful due to their human capital. As a result, retaining and acquiring talent is crucial.
Entrepreneurs and business owners face many challenges when it comes to hiring, especially when launching a new company. Business leaders are often unable to fully validate screening tools, causing them to overlook matters that can have a detrimental impact on selection.
Consider the snowflake test as an example.
In order to eliminate a particular type of applicant, a top executive devised this test. This executive received a lot of attention and support from business leaders, but the snowflake test also struck a nerve.
Think twice before introducing the snowflake test to your selection process.
When you hire people, you won’t be as cool as Tesla or Apple. When you give this as a pop quiz to applicants, you could potentially ruin the reputation of your business.
Is there an alternative to the Snowflake Test?
How should job applicants be screened legally? You should stick to job-related questions rather than asking questions from the snowflake test.
An example: if you are hiring a customer service representative, present a scenario in which a customer is obnoxious to the employee. Tell the candidate how they would handle the situation.
You can use data-driven hiring platforms such as Traitify and Caliper to come up with interview questions. Using these tools, HR managers can identify candidates who fit a particular role based on skills and personality assessments.
Professionally developed assessments of candidates can be tarnished by the snowflake test. Leaders who foolishly use this test in their hiring process will realize that this assessment is a complete waste of time.
Exactly what is the Snowflake Test?
To begin with, let’s examine what this test entails. Kyle Reyes, CEO of Silent Partner Marketing, invented the snowflake test as a screening tool. The purpose of this CEO candidate screening test is to identify overconfident and self-righteous people who believe they are unique and better than everyone else.
We will also identify and eliminate snowflake test candidates.
People who complain, whine, and cannot support their viewpoint or attitude are snowflakes. Short answer questions and essay questions are included in the 30-question test.
Here are some sample questions for the Snowflake Test
Try not to be shocked when you’re asked these questions if you’re applying for a company that conducts snowflake tests on applicants.
These are some examples of the types of questions you may encounter on this test:
- Which breakfast do you eat most often?
- How does your perspective differ from yours? Are you street smart or book smart? Tell us why.
- Did you ever cry last time? Why?
- Why do you think the word “faith” has such a negative connotation?
- Who do you turn to when you’re being bullied?
- Before publishing controversial content, should we issue “trigger warnings”?
- When you see someone stepping on the American flag, do you do the same?
At first glance, some of these questions and situations might seem irrelevant or too personal for a job interview. It is supposed, however, that the interviewer can determine a candidate’s compatibility with the company based on the answers to these questions.
What is the effectiveness of Snowflake Testing for Hiring?
Even the most prepared candidates can become confused by snowflake tests. You would be better off avoiding this hiring tactic than using it.
Here’s why:
Candidate lying on the job test is encouraged
The candidates who pass these tests will give their interviewers the answers they want – not necessarily the truth. Reyes’ company has received a ton of applications because of the snowflake test, but many applicants know what sort of responses he wants.
Research the snowflake test questions well in advance so you can come up with the best answer that will get you hired, even if your response is far from accurate. You might call this playing the system.
