Steven Bartlett's Hiring Test: Why Only 7% Pass

Entrepreneur and podcast host Steven Bartlett has revealed the surprising results of his hiring methodology, where only 7% of candidates answer a crucial question correctly.

Speaking on the Hot Smart Rich podcast, the Diary of a CEO host explained his 35-question 'Culture Test' that prioritizes behavior over academic grades. The test challenges traditional thinking by presenting real-world scenarios that reveal how candidates respond to obstacles.

Bartlett's approach represents a fundamental shift from skills-based hiring to character-based evaluation, emphasizing that the right mindset often outweighs technical expertise.

The test's most revealing scenario involves an event scheduled six weeks away, where an important supplier says they cannot deliver necessary items in time. Candidates face three options:

• Scale back the event
• Push back the date
• Ask why it takes six weeks

According to Bartlett, the final option is the correct answer, yet only 7% of people select it.

It's so crazy, because about 7% of people click that button, but that is so clearly the right thing to do.

This response reveals a candidate's willingness to question assumptions rather than accept constraints at face value. Bartlett argues that most people fall back on artificial limitations and traditions that prevent them from pushing back against the status quo.

Bartlett's philosophy emerged from a practical experience within his own company. When an employee couldn't provide animation for The Diary of a CEO by the deadline, the explanation seemed straightforward until a simple question was asked.

The employee cited an aging laptop as the barrier. Bartlett's solution was immediate and transformative:

$2,000 fixed the problem that's now going to save me 60% of my time for years.

This incident demonstrates Bartlett's core principle: innovation often comes from challenging conventional wisdom. He draws parallels to industry disruptors like Zara and Bernard Sadow, the pioneer of the rolling suitcase, who both questioned established norms to create breakthrough solutions.

Bartlett has transformed his hiring philosophy into a comprehensive system. The Culture Test includes 35 scenario-based questions designed to identify high-performing employees through behavioral analysis rather than academic credentials.

His commitment to this method is absolute—he dedicates 50% of his month to hiring. The test has proven so effective that he has turned it into a standalone company called Culture Test.

Another scenario he presented involves a Christmas Eve crisis:

• Biggest client calls, locked out of their account
• Three response options emerge
• Reaction reveals company culture alignment

These scenarios measure how candidates prioritize client needs, demonstrate urgency, and align with company values during critical moments.

Bartlett's hiring approach is part of a larger business ecosystem. His flagship podcast consistently ranks at the top of Apple's business charts and operates under Steven.com, his holding company that recently secured an eight-figure investment.

The portfolio includes Flight Story, a media and investment company that has expanded into a network of shows. This business empire reflects Bartlett's systematic approach to identifying and developing talent.

Research supports culture-fit hiring for improved performance and lower turnover rates. However, the methodology faces scrutiny from critics who argue that prioritizing culture fit can:

• Reduce workplace diversity
• Encourage hiring similar profiles
• Limit perspective variety

Studies show diverse teams often outperform homogeneous ones, creating tension between cultural alignment and inclusive hiring practices.

Steven Bartlett's 7% statistic reveals a fundamental gap between traditional problem-solving and innovative thinking. His Culture Test identifies candidates who challenge assumptions rather than accept limitations.

The methodology emphasizes that character and behavioral patterns often predict success more accurately than technical skills or academic achievements. By asking why instead of accepting constraints, candidates demonstrate the curiosity and initiative that drive organizational growth.

As hiring practices evolve, Bartlett's approach offers a template for identifying talent that can navigate complexity and drive meaningful change—qualities increasingly valuable in today's rapidly transforming business landscape.