5 Creative Questions To Ask When Interviewing A Candidate

Lakesia Wimberly

2020-07-15

Hiring a new employee is a crucial and complicated process. First, you have to determine if the hiring will produce enough profits to cover the expenses associated with salary and benefits. Then, you have to craft a detailed job description that accurately expresses what you are looking for in a candidate. This is followed by screening hundreds of resumes and selecting a few to bring in for an interview.

 

While the way we post and apply to jobs has evolved thanks to technology, the interviewing process seems to be lagging behind the times. Specifically, the questions you ask to learn more about the candidates you are speaking to may be outdated and lacking imagination. Most hiring managers will admit that they are too busy to prepare for each interview they are required to conduct. Therefore, the result is them asking questions such as, “Can you tell me a little bit about yourself?” “Why did you leave your last job?” or “What in your resume are you most proud of?”.

 

These questions sound reasonable enough, but in reality, they produce very little useful information about the candidate. Furthermore, you risk losing valuable talent because they think you didn’t bother to prepare to interview them. Since you usually only get one chance to meet a candidate before hiring them, you must make it count. Next time, use these creative and outside-the-box questions to learn more about your potential future hire.

 

#1 - WHAT THREE WORDS WOULD YOUR CO-WORKERS USE TO DESCRIBE YOU AND WHY?

This is a new twist on an old question designed to discover what the candidate’s previous co-workers may have thought of them. Obviously, the interviewee is not going to use any negative adjectives when answering this question. However, if they struggle to answer, it may be a red flag that they did not have a great relationship with their old co-workers. When they do answer, it’s essential to ask for specific reasons as to why they would use each adjective.

 

For example, if the candidate answers with an adjective like “hard-working,” they should be able to prove what they did in their old job that made their co-workers feel that way. If they answer with soft skills such as “organized,” “productive,” and “good communicator,” they should also be able to recall specific projects or tasks that demonstrated those skills. If answered correctly, the candidate can give you a preview of the value they will bring to your team.

 

#2 - PITCH OUR COMPANY TO ME AS IF I WERE INTERESTED IN BUYING OUR PRODUCT OR SERVICE.

This is a much more challenging version of “What does our company do?”. A candidate can fake their way through answering that question by reading the first few sentences of your website. This version forces the candidate to prove they have done the research and taken the time to learn about your products and services. It also tests their ability to think on their feet.

 

Of course, you cannot expect a completely polished pitch since they do not actually work for you. That being said, they should be able to hit the basic points and deliver a solid answer. For example, they should be able to name a few products, what purpose they serve, and why you should buy them. Bonus points if they recall something they read on your website about recent product launches or awards won. Again, unless this is a sales position, you are looking for someone who spent time and did their research. This gives you a pretty good idea of what type of work ethic you will be hiring.

 

#3 - WHAT SINGLE PROJECT OR TASK WOULD YOU CONSIDER YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT TO DATE?

Instead of asking a broad question about a candidate’s past, this question allows you to get very specific very quickly. It also allows the candidate to shine if they have something they are genuinely proud of. It can give you an idea of the types of projects and responsibilities the candidate has been trusted with in the past. Here is where the candidate can demonstrate they possess the skills they have mentioned in their resume or cover letter.

 

The passion and delivery behind this answer are essential to take notice of. If the candidate is truthful, they will be proud to talk about a past project that was significant to their career and overall development. They should be able to go into great detail about what the project entailed and what the result was. Most importantly, take note to see if they focus more on themselves or on how the company benefitted.

 

#4 - CAN YOU TELL ME ABOUT A TIME WHEN YOU COMPLETELY SCREWED UP AND WHAT YOU LEARNED FROM THAT EXPERIENCE?

We have all messed up at some point in our careers. The difference between the average and the successful is whether or not we learn and grow from the experience. This question will test the candidate’s honesty, humbleness, and maturity. Also, depending on what they screwed up, it could shed light on a possible red flag to examine further.

 

First, if they cannot think of an answer, that is an issue and could be a significant character flaw. Second, examine who they place the blame on when explaining the situation. It is possible someone else was at fault, but a valuable team member will share some of the responsibility and speak about how they could have prevented it. Lastly, and most importantly, what did they learn, and how did they improve? If answered correctly, you can gain a better understanding of how this person will grow while working at your company.

 

#5 - WHAT WOULD YOU DO IF WE LOST INTERNET CONNECTION IN THE OFFICE?

This question is pretty outside the box and will require a unique answer on the fly. First off, it will test the candidate’s ability to give a nonscripted answer. More importantly, it forces them to get creative and show their problem-solving skills. Most candidates can follow instructions and complete tasks as assigned. However, the mark of a valuable employee is someone who can produce solutions, get creative, and consistently make progress regardless of the situation.

 

The worst response you could get from the interviewee is that they don’t know what they would do. This could be a sign of a lack of creativity. It may also show that they will only work on something when specifically assigned. Nevertheless, the right candidate will talk about using this time to get organized or visit co-workers to have informal catch-up meetings.

 

CONCLUSION

Making the right hire the first time around is crucial to building an efficient team, creating a positive company culture, and pushing your company forward. The interview is your opportunity to dig deep and discover whether or not the candidate has what it takes to join your team and add value to your organization. Do not be afraid to ask unique, thought-provoking questions. The right choice will not only answer these questions well but use them as an opportunity to outshine the rest of the field.

 

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