The tests recruiters use to analyse you

The tests recruiters use to analyse you

26 February 2025

During an interview, every gesture counts. As well as the usual questions, some recruiters use subtle tests to analyse a candidate's personality and behaviour. The famous glass of water or coffee test, for example, has gone viral on social networks. But what do these techniques really reveal, and are they really relevant?

The most commonly used behavioural tests :

1. The glass of water or coffee test

A recruiter offers a glass of water or a coffee to the candidate at the start of the interview. At the end of the interview, he observes whether or not the candidate brings back his glass/cup as he leaves. The aim? To measure the candidate's sense of initiative and good manners. A candidate who takes the initiative to return his or her glass may be perceived as someone who pays attention to detail and to his or her surroundings. Conversely, a person who leaves his or her glass behind might be judged as less concerned about its impact in a collective setting.

Analyse : ce test est intéressant dans un cadre où l’esprit d’équipe et la proactivité sont essentiels. Toutefois, il peut être biaisé : un candidat très concentré sur son entretien peut simplement oublier ce détail sans que cela reflète un manque d’initiative ou de respect.

2. Waiting time test

Sometimes, a recruiter deliberately makes a candidate wait a few minutes before greeting them. During this time, the recruiter observes the candidate's behaviour: does he consult his phone, look around, engage in conversation with the receptionist or the other candidates? The aim of this test is to analyse the candidate's ability to adapt in a situation of uncertainty and to see how they manage waiting and stress.

Analysis : if a candidate takes advantage of this moment to observe their environment or interact with others, this may indicate good social intelligence. Conversely, if they remain immersed in their phone, this could be interpreted as a lack of interest... but it could also simply mean that they are revising their notes before the interview!

3. Unforeseen situations

Some recruiters create an unexpected situation to test the candidate's responsiveness and spontaneity. For example, they may deliberately drop a pen to see if the candidate will pick it up, or suddenly ask them to explain a simple concept to someone who is unfamiliar with the field. These situations allow us to assess qualities such as attentiveness to others, the ability to take initiative and the ability to deal with the unexpected.

Analysis : a candidate who reacts quickly and offers help spontaneously shows good adaptability. However, someone who is more reserved or stressed may hesitate, without this calling into question their competence. This test is therefore interesting but should not be decisive.

How should you react to these tests ?

If you are a candidate, here are some tips on how to deal with these situations :

• Stay aware of your surroundings : even if you're stressed, take the time to observe what's going on around you.
• Show courtesy and initiative : if you have a drink, bringing it back simply shows good manners.
• Don't let stress get the better of you : some tests are designed to observe your spontaneity. Remain natural while maintaining a professional posture.
• Don't over-interpret these tests: your behaviour is assessed as a whole, not just on one detail.

What recruiters really analyse :

These tests are not harmless. They are used to assess :

• People skills: politeness, respect, sense of service.
• Adaptability : how the candidate reacts to the unexpected.
• Initiative: does he take the initiative without being asked ?
• Relational intelligence : the ability to interact with others in a professional context.

However, these analyses should not be taken literally. Interview behaviour can be influenced by stress or different cultural habits.

What can we learn from these experiences ?

While these techniques can give clues about a candidate's personality, they are not without their biases. A shy or stressed person will not necessarily react in the same way as an outgoing candidate. What's more, a good employee is not defined solely by his or her behaviour during an interview, but also by his or her skills and ability to learn.

The subtle tests used by recruiters can offer an insight into a candidate's behaviour, but they should not replace a more global assessment of their potential. After all, bringing back your glass of coffee at the end of an interview is no guarantee that you'll be a high-performing employee !

Don't be too rigid: a spontaneous gesture does not necessarily reflect a candidate's personality in their day-to-day professional life.
Complement this with other methods: it's best to combine these observations with role-playing exercises, skills tests or in-depth discussions.
Take the context into account: stress, culture and personality all influence these reactions.