In a recent LinkedIn post, Suzanne Lucas discusses the ineffectiveness and potential pitfalls of common, seemingly innocuous interview questions, particularly the widely debated “favorite drink” query. Lucas, a recognized expert in HR and recruitment, argues that such questions fail to provide genuine insight into a candidate’s suitability for a role and can even backfire, revealing more about the interviewer’s judgment than the candidate’s qualifications.
The Flaws in ‘Favorite Drink’ Questions
Lucas directly challenges the premise that questions about personal preferences, like a favorite drink, can effectively assess a candidate’s skills or personality. She points out the arbitrary nature of such inquiries, stating that there’s no inherent connection between a beverage choice and professional competence.
“Managers should not be asking these dumb questions. It does not give you insight into the candidate. There are no right and wrong drinks. There are no favorite drinks that make you a better social worker and others that make you a better programmer.”
The post highlights that the perceived value of these questions often lies in their supposed ability to test ‘small talk’ skills. However, Lucas refutes this, suggesting that if any test is being failed, it’s by the interviewer who rigidly adheres to or challenges a candidate’s response.
Interviewer’s Judgment Under Scrutiny
According to Lucas, the real test of interpersonal skills in such an exchange lies with the hiring manager. If an interviewer dismisses a candidate’s answer or presses them for a more ‘acceptable’ response, it demonstrates a lack of flexibility and poor judgment on the interviewer’s part. Lucas suggests that the interviewer who pushes for a better answer is the one who truly fails the test.
“If so, the person who failed this test is the hiring manager who challenged the person’s answer.”
Lucas elaborates on her own beverage preferences, offering a personal anecdote that further illustrates the diversity of choices and the lack of a universal ‘correct’ answer. She notes her own tendency towards sparkling water but also admits a fondness for sugary drinks, citing a specific example from a local food court.
“FWIW, I will order sparkling water, but I do love sugar-filled drinks. The hipster food court near me sells this sparkling pear-cinnamon drink that I will splurge on.”
Rethinking Interview Question Strategies
The core argument presented by Lucas is a call for more relevant and insightful interview questioning. She implies that interviewers should focus on assessing skills, experience, and behavioral competencies directly related to the job requirements, rather than relying on superficial and easily misinterpreted questions.
Lucas concludes her post by engaging her audience, asking for their own favorite drinks and their opinions on the validity of such interview questions. This interactive element, characteristic of her social media presence, aims to foster discussion and encourage a broader examination of standard hiring practices.
“What’s your favorite drink and do you agree that this type of question doesn’t belong in a job interview?”
By dissecting the ‘favorite drink’ question, Suzanne Lucas provides a clear, actionable critique for hiring managers. Her insights underscore the importance of purposeful and professional interviewing techniques that respect candidates and genuinely evaluate their potential contributions to an organization.
📝 About This Content
This article is based on insights shared by Suzanne Lucas on LinkedIn.
📅 Originally posted on December 8, 2025 | View original post on LinkedIn →