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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
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All I ask is that you please don’t ask me what my super power is.
I’ve never asked this, but sounds like fun. 🤔 If you don’t have a super power in your field/professional career then may be time to switch to something new. I can envision every experience candidate likely has a solid answer for this.
Bowl Leader
Tell me about a piece of work in your book that you love. Why? What would you have done differently looking back on it, or if you had more time?
Tell me about a piece of work out in the world that you wish you had done? Why?
What’s the toughest bit of feedback you’ve received and how did you learn from it? If you manage people, what’s the toughest piece of feedback you’ve had to give?
Have you managed people before? Did you receive a promotion with or without manager training? Do you want to manage people, or be more of an individual contributor?
You have to hire 3 new people for your team (hypothetically) who are the first 3 people you call, and why?
A quick overview about their background and what they’re looking for moving forward (i.e. Job Titles, Responsibilities, Industry/Company Preference, Environments they’d thrive in), and then I move into their portfolios and what projects they’re proudest of and why.
Depends on level, but typically I ask all the questions above along with:
1. What’s one of your favorite campaigns (not one you have worked on) and why? If you could change anything in that campaign from a creative perspective/vision, what would you do? (You could also ask what’s the worst campaign you’ve seen and what would you do differently)
2. (If it’s branding) What are three things you believe make a compelling brand message or campaign?
Something that shows they’re thinking about the fit for them. So what is the boss personality, or what are the measures of success for individuals. Something that helps me see they’re picturing themselves in the role and assessing if it feels right. It helps me feel confident moving forwards that they’re taking responsibility for finding a long term role.