Do Brain Teasers in a Job Interview Indicate Narcissism?
Brain teasers are a popular yet controversial question in job interviews, often used to gauge a candidate's problem-solving skills, creativity, and suitability for the position. However, many argue that these questions can also serve as indicators of narcissism, a personality trait that can hinder collaboration and teamwork in the workplace.
Understanding Brain Teasers in Job Interviews
When used appropriately, brain teasers serve a specific purpose. For instance, the interviewer may pose a hypothetical scenario or a problem that requires the candidate to think critically and propose a solution. These types of questions are designed to assess how the candidate approaches a problem, whether in a real-world or team environment. The focus is on the candidate's problem-solving process rather than the solution itself.
Historical Context and Critique
Historically, tech giants like Google were known for using brain teasers in their interview processes. However, it is often argued that these practices are now outdated and ineffective. A 2014 New York Times article highlighted how these questions no longer align with modern hiring practices. Google, for example, stopped using these techniques over seven years ago, emphasizing that such questions do not accurately predict a candidate's actual job performance.
Adapting Brain Teasers for Effective Interviewing
To use brain teasers effectively, it is crucial to ensure they are aligned with the specific needs of the job and the company culture. For instance, one common brain teaser involves a variation of Russian Roulette. In this scenario, the interviewer might ask:
Suppose you’re playing a variation of the game “Russian Roulette.” There is a 6-shot revolver with bullets placed in two adjacent slots in the cylinder. The other guy grabs the gun puts it to his head and pulls the trigger… CLICK... now you have a choice - you can put the gun to your head and pull the trigger OR you can spin the cylinder randomly first. Which gives you the best chance of survival?
In this scenario, the candidate's approach to the problem is what truly matters, not just the correct answer. The candidate's willingness to take a calculated risk or their insistence on a safe option can reveal important insights into their decision-making process and personality.
The Red Flags of Narcissism
However, posing a brain teaser to the interviewer, rather than to the candidate, can indeed signal a significant issue. This behavior is often indicative of an inflated ego, a key trait associated with narcissism. A narcissist may believe themselves to be superior and may seek to dominate conversations, manipulate situations, or display an overbearing attitude.
Designating brain teasers as a test for the interviewer, rather than the candidate, sends a clear signal that the candidate is not interested in demonstrating their skills and knowledge. Instead, they are attempting to take control of the interview and potentially reduce the interviewer to a mere participant in a game of brain teasers. This behavior is not conducive to a healthy working relationship and can be a red flag for potential narcissism.
Best Practices for Structuring Brain Teasers
To avoid these pitfalls, it is essential to structure brain teasers in a way that is fair and relevant. Here are some best practices:
Ensure the brain teaser is relevant to the job. It should test a skill or mindset that is critical to the position.
Focus on the problem-solving process, not the solution. Encourage the candidate to explain their thought process and decision-making.
Avoid topics that could be perceived as unprofessional or inappropriate. Brain teasers should enhance the interview experience rather than detract from it.
Ensure the brain teaser is not overly complicated or unrealistic. It should challenge the candidate without being impossible to solve.
Conclusion
In conclusion, while brain teasers can be effective in job interviews when used appropriately, they should be carefully considered and structured to align with the job requirements and company culture. They should not be used to portray the candidate as superior or to manipulate the interview process. By doing so, the focus remains on evaluating the candidate's abilities, decision-making, and team fit, rather than on revealing potential narcissistic tendencies.