Jobs & Career

Applying The Snowflake Test to New Hirings

The Snowflake Test is a series of 20 questions designed to measure your resilience while remaining courteous and provocative. There are no racial, bigoted, or hateful options on any of the test items. As a result, anyone can take the quiz. All through the test, however, you will encounter difficult thoughts and contentious topics.

Kyle Reyes, the CEO of Silent Partner Marketing, created ‘The Snowflake Test‘ to assist recruiters in identifying self-upright and egoistic persons who believe that they are special and superior to others.

What exactly does the phrase “snowflake” imply?

Snowflakes are people that believe they are particularly exceptional and thus worthy of consideration or special privileges. It also signifies that it is moist and delicate by nature. In 2016, Collins English Dictionary called it the word of the year, and it ends up going on to describe a specific age category. A snowflake is defined as “a very responsive individual” by Urban Dictionary. “Someone who is quickly constantly offended by others’ words or actions.”

The Collins English lexicon now includes the term “snowflake,” which was incorporated in 2016. It is commonly used as a derogatory term referring to millennial, who are perceived to be easily influenced and suffering from a lack of strength and courage. Snowflakes are alleged of residing in a righteousness bubble and shutting down free speech when it conflicts their own beliefs.

Snowflake’s Origins

It all happened in the late 1800s, when many Americans believed it’d be a fine decision to label white people supporting slavery as Snowflakes.   It was the late 1900s, and the phrase “snowflake” had returned to popularity. Just this time, black individuals were using it to call out fellow blacks who pretended to be light skinned. ‘Snowflake’ attempted to get politically involved during the 2010s. This time, proponents of political groups started to use the term to irritate all who endorsed competing sides.

A Snowflake was defined in this frame of reference as someone who was easily influenced. Even if we fast forward to 2021, the message remains the very same.

Scoring rules of the snowflake test

Because Snowflake is regularly updated, you must keep your certification status current. After two years, all Snowflake exams expire. You can keep up to date by participating in one of the tasks mentioned below. 

Options for Recertification of SnowPro Core Certification

Register for the SnowPro Core Recertification Exam and pass it.

  • For an additional two years, the SnowPro Core Certification status is extended.
  • Visit this page to learn more about the SnowPro Core Recertification test.

If you take and pass a SnowPro Advanced Certification exam, your SnowPro Core Certification status will be updated to coincide with the expiry of your most recent SnowPro Advanced Certification.

  • The end date dates for SnowPro Advanced Certification do not turn over; each Role Based Certification expires two years after the date is gone.

Options for Recertifying Your SnowPro Advanced Certification

Recertification exams will be available for each SnowPro Advanced Role Based Certification. Keep an eye out for disclosures!

Examination Results

Candidates obtain a report card through email after completing the exam, which encompasses crucial data about the exam’s overall result. 

  • If you receive a passing grade

The exam will be marked as passed on your Webassessor transcript. Webassessor will also send you an email containing your point total. Credly will send an email within 72 hours of passing your exam. Accept your virtual badge and configure your verifiable credential.

  • If you fail to get a passing grade

Webassessor will record your transcript as a failure. Webassessor will also send you an email containing your marks. Don’t give up; instead, look over the learning resources and exam help guide that is easily accessible.

Don’t give up if you weren’t able to pass the exam! You have 7 days after your first attempt to retake the exam. We strongly advise you to review your Snowflake Topic Breakdown, the program test instruct, and polish up on any areas where you are unsure. Snowflake tries to ensure that when you take our exams, you are evaluated equitably. We do this in part by using quantitative research to assess passing grades.

Snowflake employs graded grading frameworks to maintain compliance across a variety of exam types, levels of difficulty, and editions. Snowflake employs a 0-1000 scale, with a scaled score of 750 indicating passing. Because exam questions are modified to reflect changes in test forms and material, Snowflake does not publicize exam passing marks or pass rates. Snowflake certified tests employ a reparative estimation method, which implies that you must accomplish the cumulative perfect score of the exam rather than “pass” the specific areas. Because each domain has a varying percentage proportion, some segments will contain more questions than others.

How can recruiters use this test to hire employees?

Many businesses are having difficulty finding professionals who are committed to the organization. Regardless of the age difference of less than a decade, millennial’ work ethics differ from those of their peers. A few members of this generation expect too much out of their employers and appear morally superior. The Snowflake Test was created in one US Corporation to eliminate snarky, obligated youth.

Because of this test, the business was able to eliminate nearly 60% of candidates, resulting in more suitable individuals. Nonetheless, snowflake tests have been criticized by some. You may ask critical questions about the role, but you must not ask for information about an individual’s religious or ideological beliefs. Whereas hiring managers may take culture and fit into account when hiring aspirants, they cannot exclude entrants based on their belief systems. When a company employs a person, it makes a number of judgments, so it obviously needs to ensure that the decision is correct. The Snowflake Test, for example, may not be acceptable. If you don’t want to hire racists, misogynists, or bigots, stick to job descriptions.

You suffer once your worth is determined by how much time you spend responding to those social and political questions. Pervasive mentalities thwart diversification. As a result, there will be a major communication discrepancy, making it difficult to reach all aspirants.

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