{
  "id": 12239482,
  "title": "An iced coffee won't predict job performance—but it might reveal hiring bias",
  "url": "https://urgent.news/2026/10/05/an-iced-coffee-wont-predict-job-performance-but-it-might-reveal",
  "topic": "science",
  "section": "Science",
  "published": "2026-10-05T22:00:01.000Z",
  "source": {
    "name": "Phys.org",
    "slug": "phys-org",
    "url": "https://phys.org/news/2026-10-iced-coffee-wont-job-reveal.html"
  },
  "original_language": "en",
  "account": "This article explores the debate surrounding the perceived impact of an iced coffee on a job candidate's performance. The central question is whether bringing a coffee to an interview is acceptable and whether it influences hiring decisions.\n\nThe article highlights a TikTok video by an American recruiter suggesting that bringing an iced coffee to a corporate interview can appear unprofessional. The video sparked online discussions, with some users agreeing while others dismissed it as outdated and arbitrary. The real issue, however, is not whether an iced coffee is appropriate, but how such trivial factors can influence hiring biases.\n\nWhile a spilled latte on a table might be distracting, some reactions to interview coffee go beyond practical concerns. Interviewers may interpret an iced coffee as a sign of casualness or lack of seriousness, while others may see it as confidence or comfort. These reactions are subjective and may reflect the interviewer's expectations of professionalism rather than the candidate's actual abilities.\n\nResearch indicates that interviewers often form impressions within the first few minutes of an interview, which can shape the rest of the conversation. However, these early impressions do not necessarily predict future job performance. Candidates who make favorable first impressions may receive better ratings without being the most effective employees.\n\nHiring experts recommend structured interviews, which involve asking the same questions and evaluating candidates using consistent criteria. Structured interviews reduce the influence of subjective impressions and personal preferences, making them more reliable for predicting job performance.\n\nThe article also discusses the role of generational labels, such as Gen Z, in shaping hiring perceptions. Managers and older workers, once labeled \"entitled,\" now find themselves judging younger candidates based on minor signals and unwritten rules. The pandemic has further disrupted workplace norms, leading to conflicting expectations and assumptions about professionalism.\n\nEmployers must be cautious when evaluating candidates based on small behavioral cues, as standards of professionalism are rarely applied equally. Factors such as age, race, gender, and social class can influence these judgments. Candidates with professional networks and insider knowledge may gain an advantage, while first-generation professionals or newcomers may be unfairly disadvantaged.\n\nFor job seekers, the advice is to avoid bringing an iced coffee to an interview to avoid potentially negative impressions. However, the larger issue lies with employers. While it's natural for interviewers to notice small cues, making hiring decisions based on them is unfair and misses the point. The primary goal of interviews should be to identify candidates who can perform the job, not those who adhere to every unwritten social rule about iced coffee.",
  "summary": "Imagine two candidates with identical qualifications interviewing for the same job. One arrives carrying a bottle of water, while the other walks in with an iced coffee. Should that difference matter?",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}