Recently, I blogged about 7 things I absolutely need in a new hire. As those responsible for hiring, we all know the things we absolutely need in a new hire and we look for them, first in the cover letter and résumé, later in the interview and the portfolio. Closer to actually hiring, we might call their personal references and nowadays, we might check out Social Media, particularly LinkedIn. All good so far. But how much are we really learning about that person? Don’t forget the quirky questions to find the quirky side of a candidate. Ask outside the box interview questions. Probe deeper.
… ‘quirky’ bears thinking about. It’s not just about being able to do the job.
A person’s intangible assets are not easy to evaluate. Most people are a little nervous in interviews. Their cover letter, resume and portfolio are always (or should be, but that’s a subject for another blog) a best-foot-forward approach. But what is the person really like? Things you might think completely unrelated —although they’re really not — to the job they can do for you. I like to know this stuff.
… it’s not just about being able to do the job. It’s about their approach to life, because a person’s approach to life is mirrored in their approach to their job .
I don’t just want to find out if the person can do the job, I want to find out how they’ll respond when asked something unexpected. How seriously do they take themselves; are they able to think on their feet? How imaginative and creative are they? Sometimes, particularly in creative environments, a quirky approach makes things interesting.
7 quirky outside-the-box interview question examples:
1. Who is your favourite Disney character and why?
2. Which celebrity has the best hair? Why do you like it?
3. What’s your favourite movie and why?
4. What’s your favourite quote?
5. Which dessert do you most relate to?
6. If you were a wine, how would you be described?
7. Where’s your favourite place in the world? Have you ever been there?
Asking questions that are outside of the box can be refreshing for candidates and enlightening for you.
What’s your secret to uncovering what lies inside a candidate? What questions do you ask to find out if they’ll fit your culture? What quirky questions do you pop into a conversation, or do you? What’s the quirkiest thing you’ve heard from a candidate?