How Unusual Hobbies Like 'Olive Oil' Interest Can Impact Job Applications
Imagine being ghosted by a hiring manager not because of your qualifications, but because of a quirky hobby listed on your résumé. This scenario became a reality in a viral social media post that has sparked widespread discussion about hiring biases. The post, which garnered over 110,000 likes, claimed that an applicant listing "olive oil" as an interest was rejected without an interview, highlighting how subjective judgments can influence career opportunities.
The Viral Post and Its Implications
The X post stated, "Cannot stress how much of an advantage it is to be a normal, well adjusted, applicant for banking roles. I reviewed a résumé that listed 'olive oil' as an interest. That is not an interest. It's been hours and I cannot stop thinking about it. There will not be an interview." While the post might be a joke, hiring experts confirm that such snap judgments are common in recruitment processes.
According to sociologist Lauren Rivera, a professor at Northwestern University's Kellogg School of Management, hiring managers frequently make decisions based on extracurricular activities or interests listed on résumés. Her research reveals that these judgments can significantly affect job outcomes, particularly in elite industries.
Research on Class and Gender Biases in Hiring
In an audit study, Rivera and a colleague sent fictional law student résumés to elite law firms across 14 U.S. cities. The résumés were identical except for markers of gender and class, with interests like sailing and polo used to signal higher socioeconomic status. The findings were striking: men perceived as coming from privileged backgrounds received significantly more job callbacks than other applicants with identical qualifications.
One lawyer in the study commented positively on a résumé, saying, "Although his law school and college are not the highest... My firm has a maritime orientation and sailing will also serve him well interpersonally here." This example underscores how hobbies outside of work can unfairly tip the scales in hiring decisions.
The Role of Personal Interests in Job Applications
Rivera explains that much of the hiring process revolves around the question, "Do I see myself in this person?" This leads to biases where, for instance, athletes prefer to hire other athletes, or theater enthusiasts favor those with similar interests. The olive oil post serves as a "Rorschach test," where one hiring manager might find it intriguing, while another dismisses it entirely.
For junior employees with limited experience, listing interests can help a résumé stand out. Rivera advises against omitting this section early in one's career, as it is often an expected part of application templates in firm jobs. However, she suggests polling friends before including unconventional hobbies to gauge potential reactions.
Expert Opinions on Résumé Interests
Bonnie Dilber, a senior talent acquisition manager at Zapier, argues that interests on a résumé are not a significant differentiator and should be placed at the bottom as they are less relevant. She criticizes the olive oil rejection as "one of the most ridiculous reasons I've ever seen for rejecting a candidate," adding that such rigidity in hiring reflects poorly on the employer.
Dilber emphasizes that if a company rejects a candidate based on varied interests, it may indicate a toxic culture where employees are not valued. She advises hiring managers to reflect on whether they can work with people who have different interests, stressing that the answer should be yes.
Conclusion: Navigating Hiring Biases
Ultimately, while subjective interests should not dictate job outcomes, they often do due to ingrained biases. Candidates should be cautious but authentic in their applications, and employers must strive for fairness. As Rivera notes, if hiring managers cannot look past unusual hobbies, it signals a need for broader organizational change to foster inclusivity and reduce discrimination in recruitment.
