We Give New Hires ‘Almost Impossible’ Task on Day 1: Snapchat CEO
As a new hire, it’s common to feel a mix of emotions – excitement, nervousness, and uncertainty. You’re entering a new environment, meeting new people, and trying to get a grasp of the company’s culture and expectations. But, what if you were told to come up with a groundbreaking idea on your very first day? Sounds daunting, right? Well, that’s exactly what Snapchat CEO Evan Spiegel does with his new hires in the design team.
In an interview, Spiegel revealed that new employees are given an “almost impossible” task on their first day. “You’ve to present something…On your first day, when you’ve no context…what the company is working on…how…are you supposed to come up with a good idea?” he said. At first glance, this might seem like a recipe for disaster. How can someone possibly come up with a brilliant idea without any context or understanding of the company’s vision?
But, according to Spiegel, this exercise is designed to help people overcome their fear of failure. By giving new hires an impossible task, the company is testing their ability to think creatively, work under pressure, and push themselves outside of their comfort zones. It’s a way to assess their problem-solving skills, their ability to think on their feet, and their willingness to take risks.
So, what does this task entail? According to Spiegel, new hires are asked to come up with a solution to a complex problem without any prior knowledge of the company’s products or services. They’re given a set amount of time, usually a few hours, to brainstorm and come up with a presentation. The goal is to see how they approach the problem, how they work under pressure, and how they communicate their ideas.
This approach is not unique to Snapchat, but it’s certainly an interesting way to test new hires. Many companies use similar techniques to assess their candidates’ skills and abilities. For instance, some companies use the “Fog Creek Mystery Shopper” exercise, where new hires are given a series of tasks to complete without any guidance or instructions. Others use the “Inception Game” where new hires are given a complex problem to solve and then asked to present their solution to a panel of judges.
So, why does this approach work? For one, it helps to identify top performers who are not afraid to take risks and try new things. It also helps to weed out candidates who are too risk-averse or too hesitant to take on new challenges. Additionally, this approach helps to build a sense of community and camaraderie among new hires. When they’re all given the same impossible task, they’re able to bond over their shared experience and work together to come up with solutions.
It’s also worth noting that this approach is not without its challenges. Some new hires may feel overwhelmed or stressed by the task, while others may struggle to come up with a solution. However, Spiegel believes that this is a good thing. “If you’re not a little uncomfortable, you’re not learning,” he said.
In conclusion, giving new hires an “almost impossible” task on their first day may seem like a daunting prospect, but it’s actually a clever way to test their skills, abilities, and willingness to take risks. By pushing them outside of their comfort zones, companies can identify top performers, build a sense of community, and create a culture of innovation and experimentation. So, the next time you’re interviewing for a job, be prepared to think on your feet and come up with a solution to an impossible problem. You never know, it might just be the key to landing your dream job.
