Unique and Interesting Interview Questions

Let’s admit it: applicants already have an idea of the questions that recruiters are going to ask.

With just a simple search on Google, countless articles are sharing the “most common interview questions” or “general interview questions”. There’s nothing wrong with that. These are important and relevant queries to probe to get to know more about them and their goals and objectives.

There is a way, however, to get around this and enhance your interviewing skills. Alongside the typical ones, you must ask unique and interesting questions to candidates, too.

You’ll be surprised at how big of a difference it can make in your hiring decision. To add to that, it will make the whole recruiting process more dynamic and amusing for both you and your applicant.

In this article, we’ll be sharing a template of such questions that you can use to have a better, overall interview experience. Keep scrolling below.

Why is it important to ask Unique and Interesting Interview Questions?

This is a very good point to ask. Why should you allocate valuable time to ask such questions? Others might see it only as a “filler” or small talk between the interviewer and the applicant, but it goes beyond that. Here are 3 major reasons why

1. To get to know them on a deeper and professional level

When you ask uncommon and stimulating questions, you would be able to probe deeper into their insight about certain matters.

You would be able to build a rapport with them and have a better understanding of how they think. This can be useful in deciding if they are a good fit for the company in terms of job scope, company culture, and more.

Plus, they might be taken aback and totally unprepared for this. Here, you’ll see how they answer spontaneously.

2. To bring out the creative side of the candidate

Such questions beg for a creative answer, too. If you want to see how their creative juices flow, this is the way to do it.

You won’t hear generic answers or something that sounds too scripted or practiced. Instead, you’ll hear organic and personal perspectives that reveal a lot about the job seeker.

You’ll be able to check how original or imaginative they can be, which goes a long way especially in strategic planning and visual directions!

3. To stand out as a company

Apart from those two, doing so will make you remembered as a company. When you ask fun questions, you’ll make them feel more at ease and the atmosphere will be less tense for them.

In fact, they’ll probably laugh and tell their friends about how the interview went, and they’ll happily say, “They asked me such a unique question! They seemed fun!”

Not only will this improve the employer branding for your company in the eyes of the candidate, but to their close circle of friends, as well!

They will see your organization as a fresh, non-traditional company, which most of the younger market likes.

Unique and Interesting Interview Questions

Convinced yet? That’s good! Here are some questions that you can use during your interview with them:

‍Creative Questions

1. If you were stranded on a deserted island, what 3 items would you bring with you aside from food, water, clothes, and shelter?
2. What is your favorite film or show? Why?
3. What fictional character do you relate to the most? Why?
4. If you have one superpower, what would it be and why?
5. If you could go to any country in the world right now, where and why this specific country?
6. What was the last present you gave somebody?
7. What was the last book that you read?
8. If you could learn another language, what would it be and why?
9. How would you describe the color ___ (name company brand color) to a blind person?
10. Tell us something that would make us remember you.

Work Culture Questions

1. Do you enjoy spending time with colleagues? If yes, what methods or activities would you do to socialize more with them?
2. Who was your favorite co-worker and why?
3. How do your friends describe you?
4. If you could implement one rule in the workplace, what would it be and why?
5. Has there ever been a time when you felt like a superhero in the workplace? Tell me more about that.
6. How do you do a work-life balance?
7. How do you promote a work-life balance in the workplace? Especially with your colleagues?
8. Tell me the most unique company outing that you have been on or somewhere that you wish the company would take you. Why this?
9. How would you describe the company’s office to a blind person?
10. How would you promote this company to your friends?

Reasoning Questions

1. How many cups of coffee are drunk in the US in a day?
2. Name 5 uses for pencils.
3. Do you believe zombies should be fast or slow? How come?
4. If you can only save one animal in the world, what would it be?
5. How do you fit an elephant in a fridge?
6. Why are manhole covers round?
7. If you won a million dollars, what would you do with it?
8. Is cereal considered a soup?
9. If a cockroach fell into a tub filled with soap, did the cockroach become clean or did the tum become dirty?
10. You buy your parents a gift, what would it be and why?

Things to Remember

Should all companies ask this type of question? To whom can I ask this?

First of all, remember not to ask questions that would make anyone feel uncomfortable. Avoid topics such as gender, age, religion, ethnicity, and others. This is very crucial as it can put off candidates in a wrong way if it gets too personal or invasive.

Second, you ask such questions if you’re interested in learning more about their creativity level. This is good for companies who are hiring marketers, brand strategists, and the likes.

This isn’t typically what you would ask candidates applying for high-level positions, too (i.e. CEOs, VPs, etc.). Otherwise, you would come off as unprofessional to them!

Can you do this type of question at any stage of the recruitment process?

This type of question is typically done at the beginning of the interviewing phase. It’s best to ask this during the initial interview stage.

Why is this? Because once the job seeker moves forward with their application, it’s’ best to ask them technical questions now. You already have an idea of who they are and how they think. Afterward, it’s imperative to learn deeper about their know-hows specifically in the position.

Also, you ask such unique and interesting questions at the end of the interview. You don’t want to start with this! You ask the general questions first, and then introduce a more creative and engaging segment after.

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