NEW YORK–It may not be the ideal strategy for CU leaders seeking to identify new talent, especially in a Zoom world, but the idea behind a rather unique bit of thinking by Thomas Edison could be something CU leaders might want to borrow.
Historian Andrew Morton shared a method for screening job candidates practiced by the famous inventor that offers some insights into his approach. In short, Edison required would-be hires to eat soup in front of him.
Writing on the Medium.com, Martin explained that Edison had a very specific and peculiar way of interviewing research assistants for his labs. He'd invite candidates out for a meal and then order soup for the table.
"The reason for this soup test was that the famous inventor wanted to see if the applicants added salt and pepper before tasting what was in their bowl, or if they waited until they tasted it before proceeding with the seasoning," Martin wrote. "Edison immediately rejected the premature seasoners, as he reasoned he didn't want employees who relied on assumptions. In his opinion, those who were content to abide by preconceived notions had no place in his business because the absence of curiosity and willingness to ask questions were antithetical to innovation."
Adding her analysis to Edison’s approach, Jessica Stillman, a columnist with MSN.com, observed, “This trick would not be at all practical in today's business environment. Using restaurant meals to screen candidates doesn't exactly scale (and plenty of today's candidates would have an allergy or dietary restriction that precluded whatever soup you ordered). But even more fundamentally the idea just sounds crazy. Is there anything besides nutty professor idiosyncrasy behind Edison's soup-based interviewing technique?
“While using soup alone to assess job applicants is clearly not a great idea, reading about Edison's unusual approach to hiring did remind me of a body of research on job interviews that actually suggests Edison's idea isn't as crazy as it first sounds,” continued Stillman. “First off, it's important to know that study after study shows that interviews as they're usually conducted are pretty close to useless. Asking people questions (even expert-recommended behavioral or hypothetical questions) tends to advantage slick talkers over the actually competent (though there are some tricks to minimize this effect). Interviewers are also notoriously swayed by biases and irrelevant details of self presentation.”
'Actions Speak Louder Than Words'
Pointing to what modern science has discovered, Stillman wrote that perhaps, not so surprisingly, just testing candidates on the actual skills and competencies required to do the job. A trial assignment, sample work project, or domain specific test far outperform just talking with candidates about their previous work experience, character, and goals, she stated.
“In short, actions speak much louder than words. Which means maybe Edison's weird soup test wasn't so crazy after all,” said Stillman. “When someone seasons their food is a real-world behavioral indicator of how they think through problems and, as such, is more likely to reveal something true about their mindset than abstract discussions.”