Apple Looks For Traits of Respect, Grace, Authenticity, Not Competitive Boasting

Posted on by timbatchelder

1. The pre-interview social assessment  

Candidates are being tested long before their first video call begins. But what some might not realize is that they’re also being tested as soon as the video call begins–which is generally for a period of around 10 minutes. While it might not sound like a lot, for candidates all vying for the same position, it can feel like ages. 

To add another layer to the pre-interview jitters, and perhaps to distract candidates from studying up on their interview notes, the interviewer or recruiter often asks icebreaker questions a minute or so before the start of the meeting. 

How quick you are to answer seemingly trivial questions, how comfortable you are with answering questions and thinking on your feet, and the degree to which you have respect and decorum toward your fellow interviewees can say a lot about a candidate.

While some might be quick to jump, stepping on toes in the process and giving a humblebrag of an answer, others might be more cognizant of others and gracefully give a more genuine response. 

2. The open-forum presentation of questions

During Apple’s group interviews, the recruiter or interviewer asks the group open-ended questions, open-forum style. In other words, a question is asked and candidates are free to answer in any order they please. While this lends to conversational interviews that replicate a brainstorming session, more important is that it tests candidates on their approach to team meetings.  

This classroom-style approach to asking questions within an open forum reveals each candidate’s unique style when it comes to team dynamics. Much like in grade school when a teacher asks their class a question, there are some evident personality-types that quickly emerge after a few rounds of questions. 

For example, some will jump to answer every question first, whether or not they have a well-thought out answer. Others may seek to elevate themselves by discounting the responses of their peers. And some sit back quietly, out of respect for their peers, giving themselves time to build a thorough response. 

Not surprisingly, Apple’s group interviews reveal much the same. And its highly telling of which candidates are the best suited for a particular role and its unique team dynamics. According to an article published in the Harvard Business Review, high-performance teams start with a culture of shared values. 

Apple Secretly Uses These 3 Interview Tests to Easily Separate Candidates | Inc.com