After sourcing skilled applicants interested in joining your team, you need to evaluate your candidates. A few steps can make the process more effective. First, skills testing is a data-driven way to quickly find the best applicants and skip the time-consuming process of screening resumes.
You should always follow a skills assessment with the second step: interviews. And to keep your interviews engaging, you need to ask unique interview questions. This helps you build a rapport with your candidates and learn about their personalities.
Are you now in the process of making a list of interview questions? If so, our list of the best and most unique interview questions is below.
Interviewing potential candidates is an integral part of the hiring process. Asking the right questions allows you to gauge skills personality cultural fit and problem-solving abilities. While traditional interview questions have their place, clever questions can provide unique insights into candidates.
In this article, we’ll explore examples of clever interview questions, why you should ask them, and how to analyze the responses.
What Are Clever Interview Questions?
Clever interview questions are unconventional and thought-provoking. They go beyond vanilla questions like “What are your strengths and weaknesses?” to creatively assess candidates.
Some examples of clever interview questions:
- If you were a pizza delivery driver, how would you benefit from scissors?
- How would you design a spice rack for the blind?
- If you were a box of cereal, what would you be and why?
The power of clever questions lies in their ability to surprise candidates and elicit unrehearsed responses They provide a window into how applicants think on their feet, approach problems and showcase creativity.
Benefits of Asking Clever Interview Questions
Here are some of the top reasons to incorporate clever questions into your interview process
1. Evaluates Problem-Solving Abilities
Questions like “How would you determine the number of ping pong balls needed to fill a Boeing 747?” test analytical thinking. The candidate’s approach reveals their capacity for breaking down complex problems and logical reasoning.
While there may not be a single right answer, you can assess their method. Do they ask thoughtful follow-up questions? Can they articulate their thought process clearly? Their response sheds light on how they might tackle challenges in the role.
2. Gauges Creativity
Clever scenarios like “You’re a new addition to the crayon box. What color would you be and why?” allow candidates to get creative. This shows you their capacity for ingenuity beyond conventional parameters.
Imaginative responses indicate agile thinking and the ability to bring fresh perspectives. Both valuable qualities in innovation-driven fields.
3. Loosens Up Candidates
Unexpected queries help settle candidate nerves. Rather than sticking to stiff, predictable questions, introducing something fun sparks enthusiasm.
You want applicants comfortable enough to showcase authentic personalities. A bit of humor or absurdity gets them engaged. This sets the tone for a more genuine discussion.
4. Tests Thinking On Feet
Asking off-the-wall questions like “If you were a pizza delivery person, how would you benefit from scissors?” catches people off guard. You can evaluate how easily they roll with the punches.
Their reaction time and improvisational responses demonstrate adaptability. Crucial skills for dynamic workplaces.
5. Reveals Culture Fit
Inquiring about personal preferences like “What’s your favorite pizza topping?” provides cultural insights. Food choices, hobbies and other interests allow you to assess compatibility with company values.
Bonus points if a candidate tailors their response to the role. “Since this is a marketing job, my favorite pizza topping would be viral bacon. The taste spreads quickly and consumers want more.”
Examples of Clever Interview Questions
Let’s explore examples of clever questions suitable for various roles:
Marketing
- How would you market eggs to appeal to people that don’t typically eat breakfast?
- If our brand were a song or movie, what would it be and why?
- Sell me this pen. Why should I buy it?
These prompts evaluate marketing strategy, creative thinking and sales abilities useful for driving awareness.
Engineering
- How would you troubleshoot a broken vending machine that eats coins but doesn’t dispense items?
- What steps would you take to design a remote control for grandparents?
- If you were an AI assistant, how would you be helpful and harmless at the same time?
Testing their systematic approach and human-centered design thinking for tech roles.
Finance
- If you had a time machine, how could you make money in the past?
- Our CEO wants to build a rocket to the moon. How would you assess if this is a wise investment?
- If dollar bills could talk, what would they say?
Thought-provoking questions that determine analytical skills, business acumen and creativity useful in banking.
Human Resources
- If you could create an employee handbook based on emojis, what would you include?
- How would you improve the work-life balance at a 24/7 call center?
- You find out the CEO never returns his employees’ calls. What do you do?
Scenarios that evaluate judgment, ethics and problem-solving abilities vital for HR personnel.
The options are endless. Tailor questions to the role you are hiring for and abilities you want to assess.
How to Analyze Responses to Clever Interview Questions
Once you’ve asked your clever interview questions, how do you evaluate the answers?
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Listen for problem-solving approach: Do they think step-by-step? Ask clarifying questions? Consider creative angles? Assess their logic and methodologies.
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Note imagination: Candidates who engage playfully and come up with memorable analogies demonstrate ingenuity. This shows flexibility.
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Watch for red flags: Inability to answer or signs of frustration may indicate poor adaptability. Make sure to move on to other questions quickly.
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Look for role relevance: Responses tailored to the position showcase strategic thinking and fit. Generic answers don’t provide the same insight.
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Gauge personality: Clever questions allow real personalities to emerge. Take note of humor, enthusiasm and authenticity.
Trust your gut. Candidates with bright minds who fit your culture will rise to the occasion.
Tips for Asking Clever Interview Questions
Here are some tips to get the most out of your clever interview questions:
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Set the stage by explaining you’ll be asking some creative questions to keep things interesting. This primes them.
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Mix clever questions in with more traditional interview questions. Too many unconventional ones may feel random.
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If candidates fumble certain questions, rephrase or move on. You don’t want to leave them stumped.
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Keep the tone light. Clever questions are meant to be fun thought exercises. Don’t grill candidates.
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Give candidates time to think through answers. Difficult scenarios require deliberation.
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Provide positive reinforcement like “I appreciate your thoughtful approach” to keep them engaged.
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Avoid cultural references that may not translate universally. Keep scenarios accessible.
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Listen without judgment. There are no right or wrong answers. Assess thought processes.
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Pair candidates up for group interviews. Observing interactions provides additional insights.
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Compare responses to spot inconsistencies and patterns across candidates.
With the right balance of preparation and spontaneity, clever questions provide valuable perspective into applicant potential. Have fun getting to know them and their problem-solving abilities.
The key is asking clever questions that align with the role you are hiring for. Evaluate responses for strategic thinking, creativity, adaptability and other abilities integral to success.
Keep an open mind and you just may uncover the most clever candidates.
Which factors inspired you to join this field?
Figuring out what drove applicants to join the field can help you figure out how committed they are to making things better.
Listen for responses indicating that the candidate’s motivation, skills, and curiosity align with your expectations. For example, if you’re hiring a software developer, you should think about whether the applicants liked using their programming skills when they were young or if they are always working on side projects to get better at it.
It’s always a good idea to ask candidates about their motivation, even if you start by giving them a Software skills test.
Use unique interview questions after skill testing
The first tip is to use a skills-testing method before proceeding with the interview process. There are three steps to this method: choose a good platform for testing skills (like TestGorilla), make your skills assessment by picking five tests, and send invitations to applicants. This approach will make your shortlisting process efficient, quick, and data-driven.
Putting the hiring process in this order also gives you more time and a more objective way to hire people. By choosing skills testing over resume screening and giving yourself little time to prepare for an assessment, you put objective evaluations ahead of looking for keywords in a resume, which could mean losing a skilled candidate.
Top 10 Most Common Job Interview Questions ANSWERED
FAQ
What is a fun question to ask in an interview?
What is the elephant question in the interview?
