Why did Edison's company serve a bowl of soup and 1 bottle of salt and pepper to the candidates before the interview when recruiting talents?

Edison's company will provide all candidates with a bowl of soup, 1 bottle of salt and pepper before the interview, and ask them to relax and have a taste. If the applicant pours some salt and pepper into the soup before it tastes delicious, then the applicant can leave after eating the soup. Edison's hypothesis is that people who draw a good conclusion before there is any basis will definitely hinder the company's innovation in the future, so they should give up as soon as possible.

It seems unreasonable, and later many facts really verified his hypothesis. When candidates come to apply at the right time, Edison deliberately keeps them waiting in the lobby or reception room for a short time. The front desk of the company and the person in charge of reception will play a key role at this time, and they need to keep an eye on the situation of the candidates at all times. The company will also let employees walk through the hall, chat up candidates and see the corresponding situation of candidates. Edison thought that 65,438+0,000% concentration during the interview would make the candidates give full play to their best level, and the "face" after leaving the interview seat was their true self.

What will the candidates show when waiting in the lobby or reception room, that is, "these places don't need to leave a good impression on people." In these cases, only those who can show the right attitude can also show a "different inside and outside" attitude in formal work. These are some methods Edison used to identify outstanding talents, which are strange but practical.

When testing candidates, or in order to find outstanding talents, partners, etc. No matter what means are used, in fact, there is only one purpose, that is, to dig out their information from candidates to the maximum extent to prevent mistakes in selecting candidates. But the ultimate direction is actually only one, that is, to see through whether the selected person is really suitable for the "real body" of his company, and then make the most appropriate judgment everywhere.