Breakfast Interviews: The Ultimate Character Test
Breakfast, often hailed as the most important meal of the day, has taken on a new significance in the world of job interviews. Walt Bettinger, the retired CEO of Charles Schwab, has revealed an unconventional tactic he used to assess job candidates during breakfast meetings. By orchestrating a scenario where the server would intentionally mess up their order, Bettinger aimed to observe how candidates would react to unexpected setbacks. This approach, while divisive, highlights the creative lengths to which some CEOs will go to gauge a candidate’s character and problem-solving skills.
Walt Bettinger’s Breakfast Test: A Glimpse into a Candidate’s Character
Walt Bettinger’s interview strategy was anything but ordinary. In a resurfaced interview with the New York Times, he disclosed that he would often schedule breakfast meetings and instruct the server to alter the interviewee’s order. This tactic, while seemingly manipulative, was designed to reveal how candidates handled frustration and unexpected challenges. By observing whether they remained calm, reacted angrily, or handled the situation with grace, Bettinger believed he could gain insight into their true character.
Bettinger also shared that during these interviews, he would ask candidates about their greatest successes and failures. He noted that their responses could reveal whether they were self-centered or whether they acknowledged the contributions of others. This dual approach—observing behavior under pressure and listening to their reflections—allowed him to assess both their emotional intelligence and their ability to take responsibility for their actions.
Beyond Breakfast: Other Unconventional CEO Tactics
Bettinger is not the only CEO who has admitted to using unorthodox methods to evaluate job candidates. In a Reddit thread, one hiring manager revealed a “water test” where a jug of water and a cup were placed in the interview room. Candidates who drank the water at a “normal pace” were seen as confident, while those who declined or gulped it down were judged differently. This subtle test was meant to assess a candidate’s comfort in a professional setting.
Other hiring managers have shared similar tactics, such as taking candidates to lunch and observing how quickly they selected menu items or how they discussed their hobbies. These approaches, while not as overtly manipulative as Bettinger’s breakfast test, still aim to uncover a candidate’s true nature by placing them in situations that reveal their priorities and behavior.
The Ethical Debate Surrounding Manipulative Tactics
While some CEOs argue that these tactics provide valuable insights into a candidate’s character, others have criticized them as manipulative and potentially harmful. Critics argue that deliberately altering a candidate’s food order or creating stressful situations during an interview can be seen as unethical, particularly if the candidate has dietary restrictions or allergies that could make such manipulation unsafe.
Moreover, some have pointed out that these tactics could dissuade qualified candidates from pursuing roles with companies that employ such methods. If a candidate were to discover that they had been manipulated during the interview process, they might assume that the employer would continue to play “mind games” throughout their employment.
On the other hand, proponents of these tactics argue that they are simply another way to assess how candidates handle real-world challenges. They believe that observing how someone reacts under pressure can be more revealing than traditional interview questions.
Implications for Employers: Balancing Insight with Ethics
The debate over these unconventional interview tactics raises important questions about the balance between gaining insight into a candidate’s character and respecting their autonomy. While employers have a legitimate interest in understanding how candidates will behave in challenging situations, they must also consider the ethical implications of manipulating candidates during the interview process.
One alternative approach suggested by critics is to observe how candidates interact with people in lower-status positions, such as waitstaff or administrative assistants. By watching how candidates treat others who do not have the power to influence their hiring outcome, employers can gain a more organic insight into their character without resorting to manipulation.
Ultimately, employers must weigh the potential benefits of these tactics against the risks of alienating talented candidates or damaging their company’s reputation. As the job market continues to evolve, employers would do well to consider more transparent and respectful methods of assessing candidates.
Final Thoughts: The Fine Line Between Insight and Exploitation
Walt Bettinger’s breakfast test and other unconventional interview tactics represent a fine line between innovative hiring practices and manipulative exploitation. While these methods can provide valuable insights into a candidate’s character, they also raise ethical concerns that employers cannot afford to ignore.
As hiring managers continue to seek new ways to evaluate candidates, they must remember that the interview process is a two-way street. Candidates are not only being assessed for their qualifications and character but are also forming their first impressions of the company and its culture. By striking a balance between insight and respect, employers can create a hiring process that is both effective and ethical.
In the end, the goal of any interview should be to build a connection based on mutual respect and understanding. Whether through breakfast meetings or more traditional methods, employers and candidates alike deserve a hiring process that is both revealing and respectful.
