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4 Curveball Questions You Should Ask Interviewees

Strange, curveball interview questions appear to be quite divisive among hiring personnel.

Critics say they don’t produce any useful information. Supporters say they can provide insight that standard interview questions cannot. Furthermore, applicants often prepare stock answers for the typical interview questions, turning the interview into more of a recital than anything else.

While curveball interview questions may not be for every interviewer, they are worth testing out. You just may be surprised at the insight they can provide.

Here are a few curveball questions you should consider asking your next interviewee.

What convinced your last (current) employer to hire you?

Most applicants are not anticipating this question, and it comes off as conversational; like you are just asking out of curiosity. This is important because it’s a question that isn’t likely to raise your interviewee’s guard.

The answer to this question can tell you a lot about an applicant, including their self-confidence, tact, and networking abilities. Furthermore, it makes you seem interested in a candidate’s achievements. This gives the conversation a relationship-building angle, a dynamic that could help you draw more information than you might otherwise have.

Finally, the question should give insight into the candidate’s capacity to share personal details in a professional context.

Why should I choose you over another candidate?

This question asks an interviewee to do something that should feel uncomfortable in polite society – elevating themselves over others.

If the candidate does this readily without delay, it could mean they will continue to self-promote once hired. This could be a drawback in your company culture unless your organization thrives on a highly-competitive, yet professional environment.

If the candidate hesitates too much or does not give a definitive answer, it could mean a lack of self-confidence or assertiveness. If you want your workers to have a go-out-and-get-it mentality, you should pass on someone who doesn’t take advantage of the chance to promote their abilities and accomplishments.

An excellent way to follow up on this question is to ask how hiring them would directly translate into value for the organization. An ideal candidate should be able to connect the dots – explaining why they would be the best possible asset for your company.

Can you teach me something new?

This question forces an interviewee to think on their feet, and it likewise gives a peek into the candidate’s thought process as they attempt to pick out what the interviewer doesn’t know.

A clever candidate might ‘teach’ the interviewer something about their family or personal past. A good candidate will teach the interviewer something from their niche interest or hobby. A poor candidate will try to ‘teach’ the interviewer something they should already know.

Tell me about a time when you had a correct, but unpopular opinion

The response to this question can tell you a lot about a candidate’s ability to function as part of a team and act as a leader when they feel strongly about something. Were they vocal about their opinion, or did they idly sit by and let things go to pot?

At Career Concepts, we have years of experience conducting a wide range of interview styles and techniques. If your organization is looking to outsource part of its hiring process, please contact us today!

Blog published date

May 25, 2017
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