7 Nontraditional Interview Questions Every Executive Should Ask

By Kelly Walsh | In Hiring & Firing, HR & Career | September 1, 2014


Conducting interviews for a job position can be a daunting task. How do you know if you are getting to the real person? How can you differentiate between candidates? I once had a client tell me, “I’m so sick of getting the same answers when I ask, ‘Why did you go into engineering?’” I said, “I think it’s time for a new question.”

Of course, it is important to ask some of the basics. We want to know about the person’s skill base and experience. We want to know if they did their homework about our company. We want to know how they would handle themselves in difficult situations (thus the behavioral style interview questions that give a scenario or problem for the candidate to solve). Not only does an executive need to know that the person they hire is capable of performing the tasks at hand, but they should also know how they are going to fit into their new workplace.

Recruitment StrategyFinding people who are able to work well with others is a necessary component to operating a profitable business. We aren’t looking for identical team members, rather people with complementary skills who make a great team. Studies have shown that synergy is a powerful tool that can generate innovation. This is especially important in the current workplace since cultural diversity is at its all-time high, so creating a team where the different perspectives of individuals can maximize output is highly essential. Then, we all want to think about likeability as well. Hire a person with a likable personality and positive attitude, as well as a person who is a thinker and a doer.

First impressions can be everything, but what we see the first time isn’t always what we get because people are really good at telling the hiring manager what they want to hear. Candidates can easily prepare themselves for the questions that are commonly asked in an interview. Catch the interviewee off guard by asking questions that they won’t expect to be asked.

What was a hardship that you had to face, and how did you overcome it? This question will show how the interviewee is able to navigate through challenges and overcome obstacles.

What are you famous for? (variation “What are you known for?”) This gives the candidate an opportunity to tell you about their personal brand, which ultimately tells how they will represent yours.

When you walk into a room, do you prefer to be noticed or fly under the radar? This question will tell you whether a person is an introvert or extrovert (both can be great personality traits depending on the job position).

What does your morning routine look like? This question will provide better insight on how the interviewee systematizes their daily tasks.

When working on a team, what role do you like best? This will give you a window into the candidate’s comfort in different team roles. All roles are considered necessary, but someone who always needs to lead may not exactly fit your needs.

What are all of the possible uses for this (object)? Place an ordinary object like a Styrofoam cup in front of the interviewee and ask them to name as many uses it might have. You will get a window into his ability to think on his feet and be creative.

What slogan would you put on your own t-shirt? This question will reveal someone’s mantra, and possibly their sense of humor.

As an HR vet, I have to warn you not to color too far out of the lines. The questions should have a relationship to the job and stay legal. Pairing non-traditional interview questions with traditional interview questions will allow an executive to gain an even better notion of whom they are hiring. The synergy of a business is determined by the quality of those who make up the foundation of it. Incorporating questions that are less conventional is a way of lessening the risk of a hire and fire.