Steve Jobs, the co-founder of Apple, had an unconventional method for evaluating job candidates. Instead of relying solely on technical expertise, formal interviews, or résumé details, he used what became known as the “beer test.” This approach, highlighted in a Fortune report, was simple: if Jobs felt he would not enjoy having a casual conversation or grabbing a beer with a candidate, that person was unlikely to be hired. Jobs believed that personality, attitude, and the ability to connect with others were just as important as professional qualifications when building teams at Apple.
What Was Steve Jobs’ ‘Beer Test’?
The “beer test” was not actually about alcohol. It was Jobs’ way of assessing whether a candidate could engage in a natural conversation outside a formal interview setting. Reports indicate that Jobs would sometimes take candidates on walks during interviews and ask unexpected personal questions, rather than focusing only on technical topics. One of his favorite questions was: “What did you do last summer?” The goal was not to get a correct answer but to observe how naturally the person responded and whether the conversation felt comfortable and genuine. At the end of the interaction, Jobs would ask himself: “Would I have a beer with this person? Would I talk to him or her in a relaxed way while taking a walk?” If the answer was no, it often served as a warning sign for him.
Steve Jobs Said Hiring Was Based on Instinct
In a 2008 interview with Fortune, Jobs explained how seriously he took hiring decisions. “Finding the needles in the haystack,” he said, describing the challenge of recruiting the right people. By that time, he had interviewed more than 5,000 candidates during his career. Jobs admitted that interview decisions often came down to instinct rather than just qualifications. “So in the end, it’s ultimately based on your gut,” he said. “How do I feel about this person? What are they like when they’re challenged?”
Other CEOs Also Use Personality Tests
Jobs was not the only business leader known for unusual interview methods. Many executives today use informal tests to understand a candidate’s personality and behavior outside rehearsed interview answers. For example, Amazon CEO Andy Jassy emphasizes the importance of attitude. He once said that success early in a career often depends heavily on personality and behavior. This trend highlights a growing recognition that soft skills and cultural fit are critical for building effective teams.
