Job interviews are nerve-wracking enough, with candidates often scrutinized for their resumes, responses, attire, and demeanor. But imagine being judged on how you season your food during a lunch meeting. Sounds bizarre, right? Yet, this unconventional “salt and pepper test” has taken social media by storm after an employee revealed their boss’s unique hiring method.

This quirky approach has raised eyebrows and sparked conversations about what really matters during a job interview. Let’s dive into the details of the test, its implications, and the broader trend of unconventional interview strategies.

What Is the ‘Salt and Pepper Test’?

The “salt and pepper test” is an unorthodox technique used by a hiring manager to gauge a candidate’s personality during a lunch interview. According to a Reddit post shared by a former employee, the boss would closely observe whether the candidate tried their food before reaching for condiments like salt, pepper, or hot sauce.

If the interviewee seasoned their meal without tasting it first, they would fail the test. The logic? It supposedly reveals whether a person is willing to experience something as it is before making judgments or changes.

The Reasoning Behind It

While the manager didn’t explicitly explain their rationale, some believe this test highlights deeper personality traits. It could indicate whether a person is:

• Open-minded: Willing to try something new without preconceived notions.
• Observant: Paying attention to details, like whether the food already has enough seasoning.
• Judgmental: Making quick decisions without gathering all the facts.

Although the method might seem trivial, it’s a creative way to assess a candidate’s approach to problem-solving and adaptability.

Other Unconventional Hiring Tests

The “salt and pepper test” isn’t the only quirky method making waves in the corporate world. Here are a couple of other examples that demonstrate how hiring managers think outside the box:

The Coffee Cup Test
Trent Innes, former boss of Xero Australia, introduced a simple yet telling test during interviews. He would invite candidates to grab a coffee from the office kitchen. After the interview, he’d observe whether they returned the empty cup to the kitchen or left it behind.

Why does this matter? Innes believed it revealed a candidate’s attitude, sense of responsibility, and cultural fit. He explained, “Skills can be taught, but attitude is innate. Returning the cup shows respect for the team and the workplace.”

The Lunch Observation Test
Some hiring managers pay close attention to candidates during lunch meetings. Beyond the “salt and pepper test,” they might evaluate how candidates treat waitstaff, whether they maintain polite table manners, or how they handle casual conversation. These observations provide insights into a person’s character and interpersonal skills.

Criticism of These Techniques

While creative, these unconventional tests have sparked controversy. Critics argue that such methods:

• Lack transparency: Candidates might fail a test without understanding why, leading to frustration.
• Favor certain personalities: Introverted or anxious candidates may act differently under pressure, even if they’re well-qualified.
• Ignore relevant skills: A person’s ability to taste food or return a coffee cup may not reflect their actual job performance.

Many believe hiring decisions should prioritize qualifications, experience, and traditional behavioral questions rather than subjective observations.

The Value of Cultural Fit

Despite the criticism, these tests highlight an important aspect of hiring: cultural fit. Companies increasingly recognize that a candidate’s ability to align with workplace values and collaborate effectively is as crucial as their technical expertise.

For instance, a person who doesn’t return their coffee cup might disregard teamwork or communal responsibilities. Similarly, someone who hastily seasons their food without tasting it could demonstrate impulsive decision-making.

Finding the Right Balance

So, what’s the best approach for hiring managers? While creative tests can offer valuable insights, they should be used alongside more traditional evaluation methods. Combining unconventional techniques with structured interviews ensures a well-rounded assessment of a candidate’s potential.

For candidates, it’s important to stay mindful of subtle cues during interviews. Whether it’s how you treat a waiter or how you handle a simple coffee cup, these seemingly minor actions can leave lasting impressions.

A Polarizing Topic

The viral nature of the “salt and pepper test” has sparked heated discussions online. Supporters find it clever and insightful, while critics dismiss it as arbitrary and irrelevant.

One Reddit user joked, “Good thing I didn’t interview there—I always add hot sauce to everything!” Others argued that judging someone on such a minor detail feels unfair and disconnected from real-world job performance.

Conclusion: What Really Matters in Hiring

The “salt and pepper test” may be an unusual way to evaluate candidates, but it sheds light on the broader trend of hiring managers seeking innovative methods to assess personality traits and cultural fit. While these tests have their merits, they also highlight the need for transparency and fairness in the hiring process.

Ultimately, the key to successful recruitment lies in striking the right balance between creativity and practicality. Whether you’re the interviewer or the interviewee, remember that the smallest actions can sometimes speak volumes. And if you find yourself at a lunch interview, maybe hold off on reaching for the salt and pepper—just in case.