Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
Sounds good on paper but if I was asked these I would feel like you’re playing mind games and I’d freak out and wonder if you want me to be honest or have “the right answer” that fits the “company culture.” But I’m also paranoid so... lol
TAS - while I understand why you'd take that approach of leaving it up to the candidate, you're opening up a whole can of worms by bit asking all candidates the same set of questions.
Personally, there are quite a few questions on that list that seem rather non-relevanr to the job or performance to me.
I read half of these questions and I’m already exhausted.
Point taken. Maybe I ask just 1-3 of these depending on the person.
Bowl Leader
I’m not sure these are that different from the standards beyond a few of them. “What keeps you awake at night?” Is a weird one because it feels judgmental-what if nothing does? Is that bad? What if I lie awake each night in a fever sweat of anxiety and fear? Does that signal that I’m either a) not “deep” enough or b) does that signal that I’m an emotional mess? I’d be uncomfortable answering this fearing there’s a “right” answer you’re looking for.
Here are some questions I’ve assembled over the years, let me know what you think. Feel free to add them to your arsenal.
-How would you have changed this piece of work if you had more time?
-How do you defend your role against client budget cuts? (This is for senior level candidates)
-Tell me about a time you recognized a process was not working well, and what you did to implement changes? What did you change and what was the outcome?
-What’s a piece of work out there that you wished you had done? Why?
-What were the qualities of your former manager that you admired? What were some of the skills that you’ve learned as a result of having great managers?
Conversely, what are some skills you learned from a boss who was unsupportive or unqualified? If you’re managing people, have you had manager training? What are some areas for growth that you want to address if you will be managing people and their careers?
What is your appetite for risk?
There’s a general consensus recently that agencies are unsustainable given the billable hours conundrum and ever pressing YOY growth requirements. What do you think agency leadership can do differently, what strategies or changes would you implement were you appointed the to the Csuite?
What’s the most difficult piece of feedback you’ve ever received? Or given?
These questions are strong, and I’d think the recruiter had vision. Thus type of recruiter would be adding so much value in their role with these as opposed a checklist-type of interview or judging on which creative awards they’ve won, to find and get in diverse people.
Rising Star
Well thanks!
Love these questions—so much more depth and room for genuine answers instead of generic, practiced responses designed to put you to zzZZz. A breath of fresh air~
These are great questions that I'd probably enjoy answering, but for me personally I would appreciate the disclaimer that these are more unconventional and personal questions, and that you understand being put on the spot with questions like this won't yield the perfect answer but you're curious what answer is top of mind. Or tell them to take their time to think if they need.
For context, I interview well and think well on my feet, but am also sort of anxious and would want to know I give a good impression of myself.
I wouldn't mind these questions, and have been asked similar ones many times. I think the best approach is to mix some more traditional ones with a few different, more thought provoking ones. The best reveals to me as a hiring manager are when the candidate asks ME non-traditonal questions, because it means they've done their homework, are thoughtful and engaged, and would probably be fun and interesting to have around.
I would love to be asked these. I’ve gotten the “greatest achievement” a few times and it’s always led to great conversation.
"280 on the bench press"
"Oh bro, u lift?"
"Yeaaa bro"
It’s a step in the right direction.. (to think differently). But.. you have to understand WHY you’re asking these questions
agreed!
An interview is a two-way conversation (going to your point of being ‘fully present’)... not a one-way interview.