As a hiring manager for a content writing department, I think it's important to throw job candidates a left-field interview question. My favourite is, 'If you could have one superpower, what would it be?' While this might seem an inane icebreaker, it's useful for measuring a candidate's creativity and reasoning skills. Whatever answer the candidate gives, I'll make a counterargument to see whether they stand their ground or start to backpedal. For example, if a candidate told me their preferred superpower was invisibility. I might ask them if that means that they struggle in leadership positions. Of course, unorthodox interview questions still need to be relevant to the job. I wouldn't ask a content job candidate to sell me their pen, as that question is a better test of sales skills. Rather than just seeking shock factor, I consider the personal skills I need most from the hire and what questions can test those qualities.
I've always been a fan of asking, "How would you handle a situation where the person in charge is not available?" Why? Because it tests the applicant's ability to think on their feet and come up with solutions when they're thrown off their game. It also shows that the applicant has a history of working with people who are unavailable or otherwise not there for them—which is an important skill for anyone to have!
Past-oriented questions are notorious for candidates simply making up positive-sounding scenarios. Often, these are thoroughly rehearsed and require little quick thinking on their part. After asking a past-oriented question, something like "tell me about a time you solved a complex problem early in your career," I then follow up with "Given your personal and professional development since then, how would you act differently now?" Now, we both know that they probably made up their initial scenario and likely thought of the best possible conclusion already. However, if they genuinely did solve this problem early in their career, they should have no trouble at all suggesting better alternatives, given their greater experience and expertise. This question often makes candidates squirm and either catches out unoriginal liars or tests the mettle of quick-thinking candidates, giving them the opportunity to think fast on the spot.
To gauge a candidate's ability to think on their feet, during an interview, I always inquire about a time when they had to adjust to a challenging new environment, extracting valuable lessons that impacted their professional and personal growth. This question helps to uncover their level of adaptability. Additionally, I delve into how they'd approach unfamiliar projects or systems, assessing their problem-solving skills. I would also explore their response to unexpected hiccups like technical glitches during presentations, gauging their composure and engagement tactics. Lastly, I'm curious about their skill in delivering unfavorable news to stakeholders—how they navigate challenging conversations and manage expectations. These questions, asked with a mix of professionalism and insight, help reveal their ability to handle uncertainties, making them a seamless fit for our fintech landscape.
I've found that adding a small tweak to the question of "What's your greatest weakness" can really foster more genuine results. Instead I ask "What was the most recent critical feedback you've been given"? It oftentimes removes the standard, pre-thought answer and yields a more recent, and genuine result that has some validity to what they are working on improving today. In additon, I'm looking to understand where the feedback came from. Was it during a performance review, or was it solicited by the candidate? Are they always looking to grow and learn and seeking regular feedback? On the other side of it, I want to know if they agreed with the feedback and how they adapted and moved forward with that additional insight. It's a small change but helps steer away from the "I need to learn how to delegate more" or "I need to learn how to have a better work life balance" and gets them thinking on their feet.
From someone who has been in the recruiting field of a while, you need applicants that are nimble on their feet. This means they are quick thinkers, innovators and problem solvers. My go-to question for this is simple yet revealing: "Tell me about a time when you swiftly adapted to unexpected changes or crisis at work. How did you handle it, and what was the outcome?" This question sets the stage for candidates to showcase their problem-solving skills, adaptability, and resilience. I'm not interested in a perfect outcome; what matters is how they embraced the challenge, made quick decisions, and learned from the experience. At our recruitment platform for 4-day work week firms prioritizing employee well-being, this question is a game-changer. It helps us identify dynamic individuals who thrive in a high-pressure yet balanced environment, making our platform a hub for top-notch talent. So, give it a try in your next interview and get ready to be amazed by the insights it uncovers!
Career Coach, Adjunct Faculty, Employer Relations Liaison, Relationship Development at University of Central Florida
Answered 3 years ago
My go to question has always been "What would the title of your autobiography be?" This allows for the candidate to not only tell me about about who they are as a person, but to showcase anything including their interests, skills, sense of humor or anything else they want to in a professional way that can lead the conversation in a new direction. I use this question to see if I've missed something that the candidate wants to tell me about themselves because if they are really creative they can lead the conversation into how their life experiences have brought them to where they are and why this role is a fit for them.
Hi there, My name is Linn Atiyeh, and I'm the CEO and founder of Bemana, a recruiting firm specializing in the equipment and industrial sector. Thanks for the query. As a recruiter, I always prep candidates via a test interview before sending them along to a hiring manager. One practice question I've been using a lot lately is: What frustrates you most about this industry? It's a bit of a trick question because there is no right or wrong response, but workers who are truly invested in the sector never struggle to come up with something on the spot. Thinking quickly on your feet requires a deep interest in more than your specific role. You need to understand the ins-and-outs of the broader field, and that means knowing its pitfalls as well as its successes. Fast-thinking applicants will have an answer ready to go, because they already live and breath the topic. Best regards, Linn Atiyeh Founder & CEO, Bemana https://www.bemana.us/practice-area/industrial-manufacturing/
In job interviews, I really like to ask "If you just won the $10 million lottery, what would you do with the money?". This question helps me see how quick the candidate can think. It also shows what they truly care about. I'm not just listening for what they say. I also pay attention to how they say it. This can tell me a lot about their drive, their dreams, and what they value most in life. This isn't about right or wrong answers. It's more about seeing how they react to a surprise question. Plus, it's always interesting to hear the different responses!
“Can you teach us something new you think we wouldn’t know?” When candidates appear for an interview at a law firm, they expect to be grilled. And they come prepared. But when we turn things around and ask them to teach us something instead, that’s where most of them lose the plot. Ideally, the question should get them thinking of unique situations or lessons that the highly experienced panel wouldn’t know. Instead, I’ve seen how it throws most of them off entirely and has them stumbling. I’ve found that candidates who are calm under pressure are usually the ones who answer this well. These candidates come prepared for the process but are equally confident in their ability to adjust. They even view this as an opportunity and, more often than not, leave us impressed.
This question aims to assess the applicant's ability to think quickly, adapt, and make effective decisions under pressure. By sharing a specific example, the candidate can demonstrate their problem-solving skills, judgment, and composure. For instance, the candidate could describe a situation where they had to quickly analyze incomplete information, consult relevant parties, and weigh the potential consequences before swiftly making a well-reasoned decision. The emphasis is on showcasing the applicant's ability to handle ambiguity, act decisively, and consider the impact of time constraints on their decision-making process.
The topic of my standard query is unforeseen difficulties. I ask candidates to describe a time when they overcame an unexpected challenge and quickly adjusted. This investigation reveals their capacity to act quickly, change course, and turn difficulty into advantage. I asked this query to a prospective COO during our interview. The applicant related a situation in which a crucial supplier abruptly withdrew, endangering a significant project. She quickly came up with a plan to use a different supplier, restructured the team, and not only saved the project but also cut expenses by 15%. Her response demonstrated her agility. This solidified my conviction that adaptability is a critical quality for succeeding in changeable work environments.
The first question we love to ask is, 'Can you tell us about a time when you had to adapt to a significant change at work?' We're looking for candidates who can demonstrate resilience and resourcefulness in the face of challenges. Another one of our go-to questions is, 'How do you handle unexpected situations or problems that arise?' Here, we're interested in the candidate's problem-solving capabilities and their capacity to remain calm under pressure. Lastly, we often ask, 'Can you give an example of a creative solution you've implemented to solve a problem?' This question tests the candidate's innovative thinking and their ability to go beyond the conventional methods. We believe these questions are instrumental in revealing a candidate's adaptability. Remember, it's not just about the answers they give, but also how they articulate their thoughts and handle the unexpected.
When interviewing candidates for higher level managerial or executive roles, I like to ask what sources they read for industry and business news. Top business leaders are perpetual learners, and they should have at least a few sources they regularly turn to for information and current events. It doesn’t even particularly matter what the candidate says, so long as they can cite some real sources. You’re testing that they are on top of what's happening in the field. You need your leadership team to see things in the broader industry and surface them to you, and that won’t happen unless they’re reading the business press. Candidates who stumble through this question are virtually guaranteed to not be top talent.
During an interview, I try to assess an applicant's ability to think quickly and handle unexpected situations is key. To evaluate this, one of my go-to questions is: Can you tell me about a time when you faced an unexpected challenge at work and how you handled it? This question gives candidates the opportunity to showcase their problem-solving skills, adaptability, and grace under pressure - all crucial attributes for handling unpredictable situations in any business environment. It also gives an insight into their past experiences, providing a glimpse into how they might handle future hurdles. Asking about real-life experiences rather than hypothetical situations offers a more reliable assessment of their abilities. This approach encourages candor, allowing me to understand not only their thought process but also their initiative and resilience.
As experienced interviewer, my go-to question to gauge an applicant's nimbleness on their feet is often a hypothetical scenario or a challenging problem relevant to the role. I want to see how candidates approach unexpected situations and think critically in real-time. By posing open-ended questions that require immediate problem-solving or decision-making, I assess their ability to adapt, analyze, and communicate effectively under pressure. This helps me determine their agility, creativity, and resilience in navigating unforeseen challenges—a crucial trait for success in dynamic work environments. Unleashing this pivotal question allows me to identify candidates who possess the quick thinking and flexibility needed to thrive in our organization.
Let’s face it, most industries are dynamic and require quick thinking and a nimble approach. The relocation industry is no different; so, to gauge nimbleness, so to speak, I ask them how they would handle a swift change in client requirements during a complex relocation project. This question gauges the candidate's ability to think on their feet, handle unexpected challenges, and demonstrate effective communication skills – all crucial traits in our fast-paced and ever-changing relocation industry. Their response makes or breaks my impression of them and has never failed to help me gauge their potential.
Tell me about a time when you had to think quickly to diffuse a difficult situation with a colleague or customer. This question assesses the candidate's ability to think on their feet in challenging interpersonal situations. It evaluates their agility, adaptability, problem-solving abilities, and emotional intelligence. A suitable example might be when a customer became upset due to a product issue, and the applicant had to quickly address the concern, remain calm, and find a resolution that satisfied the customer while upholding company policies.
At Lower Street, we work with big names and challenging clients with whom meetings and presentations can be nerve-wracking. So, to get a feel of the candidate’s potential, I pose a situation where I ask them this: Suppose you're in a meeting with stakeholders, and they suddenly express strong disagreement with your proposed idea, how would you handle the situation and turn it into a productive discussion? This question assesses their capacity to remain composed, listen actively, and adapt their approach to navigate challenging interactions, even amidst creative conflict. Being agile in handling conflicts and driving positive outcomes is a valuable trait in any professional setting, and this question provides insights into how they would handle real-time scenarios.
As an experienced interviewer, my go-to question to assess an applicant's ability to think on their feet is a situational or behavioral question that presents a challenging scenario or problem related to the job they are applying for. For example: "Imagine you're working on a critical project, and suddenly a key team member becomes sick, leaving you with a significant workload. How would you handle this situation and ensure the project's success?" This question allows me to observe how the applicant reacts under pressure, get an understanding of their problem-solving skills, adaptability, and creativity in finding solutions. I pay close attention to their thought process, decision-making abilities, and communication skills while addressing the challenge. A strong candidate will remain composed and demonstrate resourcefulness, and a proactive approach, showing me that they can handle unexpected situations with ease and efficiency.