The interview process is a crucial component for both employers and job seekers, a moment when first impressions often set the tone for future interactions. While traditional questions like "Tell me about your strengths and weaknesses," or "Where do you see yourself in five years?" offer valuable insights, some hiring managers have taken a more unconventional approach. They ask off-the-wall interview questions that go beyond the usual script, aiming to uncover unique aspects of a candidate's personality and problem-solving skills.
Below, Forbes Coaches Council members explore their favorite offbeat interview questions, along with the fascinating reasons why these queries have become indispensable tools in their quests for exceptional talent.
1. 'How would you describe your driving?'
I find that people’s driving often reflects their character. Who do you become when others don’t live up to your expectations or drive the way you drive? Are you patient, forgiving, assertive or speeding up so people can’t get over? If it happens in your car, it will often eventually happen to the people at work and home. - Justin Patton, The Trust Architect Group
2. 'What big decision would you change in your career?'
"What is the one big decision in your career that, if you had the chance to do it over again, you would change and why?" While not off the wall, this question provides great insight into the candidates' self-awareness. Candidates' responses provide insights into their ability to reflect, learn from past experiences and apply that learning to future decisions. - Karen Tracy, Dr. Karen A Tracy, LLC
3. 'Tell me about a challenge you faced at work and how you overcame it.'
This is my favorite off-the-wall interview question because it reveals the candidate’s problem-solving skills and creativity which are valuable traits to many roles. - Adaora Ayoade, EZ37 Solutions
4. 'What do you love most about yourself?'
The candidate's response to this question allows the interviewer to learn a great deal about them and their potential fit in the organization. For instance, it can shed light on the candidate's level of self-esteem and self-confidence, authenticity, perceived unique gifts, what they deem important and whether those values align with the company values. - Vered Kogan, Momentum Institute