Original questions that help the recruiter get to know the candidate better

Tired of asking the same questions that candidates have heard many times at job interviews? We at znoydzem understand you: you risk getting ready-made, rehearsed answers. What to do? Introduce out-of-the-box interview questions, the kind you wouldn't normally use.

What is it for? Certainly not for fun, to stand out, or to torture the candidate. Each question should have a purpose. For example, to identify the applicant's ability to think outside the box, to understand whether the person will fit into the company.

Here are some of the questions:

What fictional character do you associate yourself with? Why?

If you could go to any country you haven't been to yet, where would you go and why?

Imagine yourself as a superhero or a supervillain, which one is closer to you? Did you choose that character because you look like him or because you don't, but would like to?

How would you prefer to ride to work: on a giraffe or on an elephant? What are the advantages and disadvantages of your preferred mode of transportation?

Keep in mind that people will react differently to these questions: some will be very surprised and confused, because they were prepared for a completely different interview. In that case, the tension will only increase, and you risk losing contact with the candidate right away.

The same company uses "weird" questions about corporate culture.

Do you come to work just to work, or do you enjoy socializing along the way?

Tell about an occasion when you felt like a hero at work.

Tell us about a time when the job or company didn't seem right for you and why.

Tell about a time when you were part of a team that was fun to work with. How did you balance being productive and having fun with your colleagues?

What to think about before asking an original question to a candidate

An unexpected and funny question will relieve tension, help you relax, and help you focus before you talk.

Set a goal, then come up with an original question. For example: to melt the ice, to test the ability to think on the fly, to reveal personal interests, etc.

Objectively evaluate the answers according to the intended purpose. 

Warn: "Now I'm going to ask a surprise question. Strive to make the candidate enjoy the conversation as well. 

Make sure the questions reflect your company culture. 

What you shouldn't do with original questions

Don't ask anything that will embarrass the candidate, make them feel uncomfortable.

Don't ask inappropriate questions, including discriminatory ones: race, ethnicity. Don't ask about age.

Don't ask stupid questions, such as "Are you married? Describe your wife," which will stump the interviewer, making you look unprofessional.

When meeting with a candidate, include unexpected questions in the interview, think about why you are asking them, in a word - use them wisely.