The CEO of Silent Partner Marketing in Manchester, Conn., Kyle Reyes, created a snowflake test after receiving hundreds of applications to weed out whiny, needy, entitled candidates.

A great deal of media attention was given to this test because its name referred to the concept that some people are completely unique — like snowflakes — and therefore suspect. Through Reyes’ testing process, candidates are evaluated to see how sensitive they are to company culture. Some examples are:

  • Can you tell me what your opinion on guns is?
  • Are you satisfied with the police?
  • The term “entitled” is a hard word to define.

Reyes’ test design is flawed despite its good intentions. Despite his efforts to find candidates who fit the company’s culture, it is difficult to decide which candidates would be a good fit.

The danger of groupthink is real.

An organization may be able to hire repeat employees by looking at beliefs instead of perspectives. Communication gaps can make it hard to reach diverse client segments.

Mollie Delp, a human resources specialist at Workshop Digital, in Richmond, Va., said a company’s hiring manager may only be interested in extroverts, and may want to eliminate introverts, quiet people, or those who are quiet or shy.

As a result, a lot can differ between the way each of us approaches a problem. While everyone has clients they are responsible for communicating with and resolving, it’s highly unlikely that every customer or contact they interact with will also be an extrovert.

Rather than asking candidates to describe their thinking process, discover how they solve problems. According to Good&Co CEO Samar Birwadke, his goal is to determine whether candidates are capable of contributing new ideas to challenging situations.

Fear is the central element of the test.

In his article, Todd Mitchem, an executive coach in Denver and manager of disruptor at An executive coaching firm, explains how the snowflake test is only able to determine surface value while simultaneously degrading the individual. In order to lead a team to success, someone must motivate, inspire, and elevate them. As Reyes builds a culture of fear right away, it seems she does the opposite.”

Employers know that their ideas and beliefs will be assessed from day one when the snowflake test is used. They will not share new ideas due to their fear of punishment.

An alternative is to focus on emotional intelligence, as recommended by Dr. Steven Stein. Your organization will flourish if its employees are open-minded and accepting of all viewpoints.

The science of hiring plays a role.

It is vital to consider a job’s fit before hiring; the snowflake test does not take that into account. Snowflakes aren’t always accurate either.

Will the people hired by him actually be able to do the job? the owner asks. Kris Boesch, the founder and CEO of Choose People in Denver, said that based on his snowflake test, he doesn’t evaluate performance. A follower is sufficient.”

Stein continued, “There is no foundation for this test.”. While some of the attributes underlying the test are valid, such as the ability to work within specific cultures or groups, how they are assessed is questionable at best. Having workers believe the same things in the workplace is not healthy.”

In an interview, focus on interpersonal skills, attention to detail, and hard skills related to the responsibilities of the position, rather than your political views. Hiring tools such as Caliper, Traitify, or sixQ software can help you accomplish this goal. In order to hire the best candidates, employers should consider personality and skills assessments.