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Thomas Edison had an encyclopedic memory, and by the early 1920s, he had become increasingly frustrated by the fact that college graduates applying to work for him didn’t have a wealth of knowledge comparable to his own. To test the mental mettle of incoming job seekers, he administered to each a series of 150 questions, tailored to the position for which they were applying. Some were specific to the industry, while others were mysterious. Masons, for instance, needed to know who assassinated President Lincoln.
Sometimes the tables are turned. I once had a panel interview with major specialty retailer. It was sad that neither the store manager or human resources director knew basic facts about the products they sold.
I was in the middle of answering one of their STAR format questions when I invited them into the story, by asking if either of them knew what the standard rough in measurement and gallons per flush a toilet was.
It’s 12 inches and 1.6 GPF. I did not get the job, I’m sure they hired some guy who wears his sisters jeans/maxi pads and regularly blogs on Tumblr.
(While in college I gained three years of experience selling plumbing products.)
Who cares if your employee knows a bunch of trivia? I think a better test would be to fake a heart attack and see what he does, maybe even play dead. That would be a much better test of character and let you see how they think on their feet.
It’s 12 inches and 1.6 GPF. I did not get the job, I’m sure they hired some guy who wears his sisters jeans/maxi pads and regularly blogs on Tumblr.
Nope, we interviewed that guy, but ultimately hired his sister. She needed the job to afford new jeans; hers kept disappearing.
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