You’ve probably witnessed a lot of interviews over the years, whether it’d be from one side of the table or the other. And while the interviewing process is essential in any hiring procedure, sometimes the questions can be repetitively similar — and even monotonous for recruiters and candidates. Maybe it’s to spice it up with some new, more interesting interview questions to add a unique spin on finding the right candidate.

Why Bother Asking Interesting Interview Questions?

You may wonder why you should ask interesting interview questions in the first place. Sure, asking the same basic industry questions may be boring, but these questions are important. Why mix it up?

Interesting interview questions can:

  • Help candidates answer authentically, instead of repeating memorized answers
  • Start natural conversations, so you can see how candidates converse in day-to-day situations
  • Make your business stand out from others, so successful candidates are more likely to accept job offers

Ultimately, there’s no good reason not to ask interesting interview questions.

10 Interesting Interview Questions

Interesting interview questions are innovative and insightful. They help candidates think about ideas they haven’t considered and offer authentic answers. Asked correctly, they lighten the atmosphere of interviews, improving the experience on both sides of the table. Here are ten examples of interesting interview questions candidates probably haven’t been asked before.

  • How do you feel about Taco Tuesdays?

Start off interviews with surprising questions to break the ice immediately. Candidates are likely to laugh as they consider their answers. Of course, it doesn’t matter whether they like tacos or not. What matters is whether they can handle unexpected situations.

  • What bird best matches your personality?

This question replaces a classic: how would you describe yourself in a sentence? It helps candidates show off their creativity and reveal how they see themselves. At the end of the day, there’s a difference between someone who identifies as a hawk and someone who identifies as a robin. Which you prefer will depend on the role you’re hiring for.

  • Are you a hunter or a gatherer?

Test candidates’ critical thinking skills with this question. Self-described hunters and gatherers thrive in multiple roles. What matters is how they link their choice to their job. For example, one candidate may say they’re a hunter because they enjoy identifying and approaching leads, whereas another candidate may say they’re a gatherer because they like cultivating long-term lead relationships.

  • Who’s the most successful person you know?

Discover your candidates’ values with this question. Their idea of success will reveal their priorities and what they’re striving for professionally and personally. Be sure to have them explain why they consider this person successful.

  • How would your coworkers describe you in three words?

Candidates’ answers to this question will reveal how they work with others. It’s important to look for candidates who want to be good team members. Candidates who say their coworkers see them as helpful, kind, or fun may be great team players.

  • How would your last manager describe you in three words?

This question complements the prior question and segues into more specific questions about candidates’ work. It helps them show what they’re like to work with. In most cases, you’ll look for candidates who say their managers would describe them as self-sufficient, skilled, or easy to work with.

  • Would you rather a project be late and perfect, or on time and good?

This question may differ depending on the industry you work in. In most cases, you want candidates who turn in work that is on time and good. Projects can always be improved, but deadlines are often immovable. Professionals with experience know this well.

  • What project last made you excited to go to work on a Monday?

You want to hire candidates who are passionate about their jobs. What better way to make sure they like their jobs than to ask about specifics? While candidates may take a moment to think about this question, you can tell who really cares by that growing light in their eyes as they explain their answers.

  • When’s the last time you felt displeased with your performance?

Everyone feels disappointed in their performance sometimes. Maybe a deadline came up too quickly, or a project was due when they were juggling other assignments. No matter the reason, it’s important that candidates recognize that their work will not always be perfect. Look for candidates who have learned from their experience.

  • What would be your first move if we hired you as CEO?

This question works best for professionals who are not applying for executive positions. For mid- and junior-level employees, it will reveal their understanding of your business. It may also indicate whether they’re business-savvy.

Conclusion: Find Questions That Fit

Interesting interview questions engage candidates and encourage them to provide thoughtful and authentic answers. Ultimately, you should always ask questions that get at the heart of what you’re looking for in a candidate— but these questions allow you to come at it with a unique spin.