Standard interview questions often yield rehearsed responses that reveal little about a candidate’s capabilities. Choosing interesting interview topics and questions can prompt candidates to think beyond their prepared answers, providing you with deeper insights into their thought processes, personality and cultural fit.
Traditional interviews fail to select the best candidate over 90% of the time, making interesting questions a critical tool in the hiring arsenal. Continue reading for a list of thought-provoking, fun and insightful questions that can help you identify top talent.
Why Ask Interesting Interview Questions?
Asking unconventional, thought-provoking interview questions helps recruiters and hiring managers assess candidates’ critical thinking skills, cultural fit, personality traits and adaptive thinking abilities. Engaging interview subjects can reveal aspects of candidates that traditional questions might miss while making the interview more engaging for both parties. Traditional interviews can be ineffective, resulting in high failure rates and missed opportunities in the candidate selection process. Creative questioning helps identify talent matches more effectively and reduces costly hiring mistakes. Interesting questions can also improve the candidate experience, which is crucial since 36% of job seekers have declined job offers due to poor interview experiences.
Types of Interesting Interview Questions
There are three main types of interesting interview questions: critical thinking, personality-revealing and out-of-the-box.
Critical thinking questions evaluate a candidate’s capacity for research, analysis, judgment and self-reflection. Some examples include, “How do you approach tasks when information is lacking?” or “Describe the most challenging decision you’ve made at work.” Frame these questions so they challenge candidates and allow them to display their critical thinking skills. Always present realistic problems that relate to the job.
Personality-revealing questions help assess a candidate’s nature, traits and cultural fit. They also evaluate soft skills, such as leadership, discipline, credibility, resilience, motivation, creativity and critical thinking, which are not always apparent. While experience and knowledge are crucial, these questions are also useful for assessing personality traits to ensure that chosen candidates can work well with others and under pressure. These questions can also reveal a candidate’s style of responding to criticism, their level of adaptability and their goals for team spirit and workplace morals.
Out-of-the-box questions can provide much deeper insight. For example, questions such as, “If you could be any animal, what would you be?” or “How would you explain a smartphone to a cave dweller?” typically force a candidate to demonstrate their creative skills, quick thinking and self-awareness. While these types of questions have no right or wrong answers, the thinking process and communication style involved can reveal much about the candidate’s potential. Out-of-the-box questions enable candidates to showcase their talents and differentiate themselves from the competition while providing employers with deeper insights into how candidates approach challenges and issues.
Culture and Value-Based Questions
Value-based interviewing evaluates a candidate’s values and company culture alignment. These questions reveal whether candidates will thrive in a specific work environment and share an organization’s core principles. Many of these questions focus on themes, such as helping others, compassion, ethics, teamwork and leadership.
Interview questions are easy to overlook, even though they’re of great importance, and interviews usually focus on hard skills. However, the questions you ask can show the values you can expect the individual to bring to the workplace. Some best practices for outlining these questions include:
- Begin with a clear understanding of what you’re assessing about the candidate in relation to your company’s culture and values.
- Train all interviewers on the new questions to ensure they’re all familiar with the updated guidelines.
- Test questions with internal team members first, as this can help identify any necessary modifications.
- Create a standardized evaluation rubric that includes all key components, such as role alignment, soft skills evaluation, technical skills assessment, culture fit evaluation, interviewer impressions, comparison ranking and next steps recommendations.
- Collect feedback and iterate on your question bank.
Many companies are dropping degree requirements and focusing on skills-based hiring, which increases candidate pools. Employees hired through these methods tend to have longer tenures. Thought-provoking interview ideas and interesting questions are ideal for assessing skills. This is more than just a hiring trend — it’s a cultural shift that realizes the limitations of degree requirements and the need to expand career paths. This shift is paving the way for more equitable hiring practices and more opportunities for job seekers that companies might otherwise exclude. In the coming years, workplace trends will continue to change, and hiring managers will assess people’s abilities beyond their educational background. If tech companies want to stay competitive, they must adapt to this change.
If you need support in outlining and generating interesting and thought-provoking questions to improve your interview process and hiring outcomes, contact our team today.
Key Takeaways:
- Interesting interview topics can enhance the hiring process.
- Unique interview questions can help identify top talent beyond what’s visible on their resumes.
- Interesting questions can help assess candidates’ critical thinking skills, cultural fit, personality traits and adaptive thinking abilities.
- Thought-provoking interview ideas are crucial for assessing skills and can help tech companies practice skills-based hiring.
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