4 unique interview questions to help you find the best employees

Interviewing is a difficult task, and most hiring managers don’t do it very often – so they don’t have time to get good at it. But, asking unique interview questions can help you better evaluate candidates to land someone with the proper knowledge, skills, and abilities.

Here’s what we’ll cover:

Why you should ask candidates unique interview questions

Usually, by the time people get to the interview stage, you know that –at least on paper – they meet the qualifications for the job. But, resumes and cover letters can be deceiving. When someone writes “developed new system for X,” the truth might be; “I was in the same room as the people who developed the new system for X.” That’s the type of stuff you want to tease out. That’s what you can do in the face-to-face interview.

To keep reading, click here: 4 unique interview questions to help you find the best employees

7 thoughts on “4 unique interview questions to help you find the best employees

  1. Thoughtful questions. One of the things I always worry about in interviewing candidates is whether or not the questions are actually measuring something else: the ability of candidates to “think on their feet,” and — spontaneously — come up with meaningful answers to important questions. It all boils down to how an individual mentally processes information. Some people experience quick flashes of insightful thoughts. Others need to ruminate and more thoroughly think things through. Unless one of the essential functions of the job was to instantly respond to questions, I would hate to potentially miss a more qualified candidate simply because s/he didn’t immediately give the best answer to a totally-unexpected question.

  2. One of the best questions I have been asked in an interview was, “What is your definition of teamwork?”.

    My response was, “Never saying, ‘That’s not my job'”. While that may seem obvious, there are answers that others have given when I have asked that question that were indicative of how that person works.

    One of the worst was, “Everyone does their part of the task.” This person does their tasks but doesn’t help anyone else.

    1. This is a serious question—what do you think someone should say if they’re asked to do something for which they aren’t the best choice? I could be told to do something and because I’m expected not to push back, make a huge mess of it because it involves knowledge or skills another colleague has that I don’t. Or it’s something I simply can’t do due to my learning disability, which, if I disclose in the interview, often results in me not getting hired at all.

      I mean, I’m usually willing to give it a go, but it’s not that simple!

      1. Elizabeth – That is a very valid question and I mean that sincerely.

        There is a huge difference in saying, “Look, I would be be glad to but I don’t think that I will do a good job of it or I might even make it worse” and “That isn’t in my job description/not part of my job, so I am not going to do it!”.

        One should always push back when one has legitimate concerns. However, saying something like, “It’s not my job to move chairs (barring a physical disability) to set up for an event, that’s the job of the event coordinator, not the receptionist” is not acceptable in my opinion.

        I had a previous boss whose favorite line was, “Do you really think that is a good use of my time” when she didn’t want to do something that was beneath her. I was very pleasantly surprised once when I saw my current boss picking up food and cleaning up after an event. I made a comment to her that we (me and other minions) would do it and her response was, “No, it is 5:00 and time for you to go home. I will take care of it.” Cases like that are what I am referring to, not someone being asked to do a highly specialized task which is outside of their skillset.

  3. Thought-provoking questions like these examples will encourage the candidate to talk more about themselves in terms of how they feel they will fit into the company position and may give you insight into their long-range goals. Especially with how hard it is to actually expect that the job today is going to last you for your entire career.

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