Some firms swear by unorthodox interview methods. For example, Tech Planet, of Menlo Park, California, uses weekly lunches and “wacky follow-up sessions” as substitutes for first-round job interviews. During the informal meals, potential staffers are expected to mingle, and the Tech Planet employees they meet at the luncheons then review them. One Tech Planet employee asks candidates to ride a unicycle in her office to see if “they’ll bond with the corporate culture or not.” Toward the end of the screening process, the surviving group of interviewees has to solve brainteasers, and then openly evaluate their fellow candidates’ strengths and weaknesses. What do you think of a screening process like this? What are its pros and cons? What changes, if any, would you recommend?