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