![]() How a candidate goes about handling a disagreement with a fellow employee or manager speaks volumes about their character, and whether they’re actually ready to be a positive team player or not. Their answer will uncover the candidate’s sense of professionalism and humility, along with their judgment and instincts. Hopefully, your candidate won’t tell you about a time when they screamed at a former boss, or on the other hand, pretend they’ve never disagreed with anything asked of them. Tell me about a time you disagreed with a manager’s instructions or point of view in the workplace. Those that have trouble attributing their accomplishments to anyone besides themselves or focus more on missed chances might raise a red flag. Look for candidates who combine a sense of optimism and gratitude for those people and opportunities that have helped them, while still hitting on those skills that have ultimately allowed them to achieve their successes. This seemingly awkward question is actually quite telling when it comes to determining a candidate’s outlook. Nothing makes or breaks a candidate more than their attitude. While there is no real “correct” answer to a question like this, it does tell you a few things, like whether they’re more motivated by personal gain or collective causes, and whether their perspective aligns with the team they’d be working with. The best candidates might already have a well-defined sense of purpose - and can point out how it resonates with your company's values. It probes into their personal vision, while also assessing questions of what candidates can add to your company's culture. A response can easily snowball into an excessively long and sentimental story. Ultimately, you’re getting towards a solid understanding of what it will be like to work with the candidate on a daily basis. Workplace expert and author Lynn Taylor breaks the value of this question down perfectly in one of her publications: “ want to learn about what irritates you firsthand and are hoping you'll offer at least some insight: How do you handle minor frustrations? Are you easily rattled? Do your pet peeves arise routinely in the position?” No one’s perfect: we all have things that push our buttons. While no one wants to stump candidates just for the fun of it, you do want to get to know the real them - and that means both the good and the bad. You’ll also get a sense of their perspective and person: what they like, dislike, and value. As Nancy Brown, CEO of The American Heart Association, wrote for Fortune, “Creative thinking serves as a catalyst it inspires us to engage in conversation and analysis, and to assess all that might be possible.” ![]() ![]() The best recruits come equipped with insatiable curiosity and a creative edge - two key traits that make an employee ready to contribute to a company looking to stand out in an ever-changing, competitive consumer landscape. Tell me about an interesting experience or encounter you’ve had recently It’s easy to boast of positive traits, but if your candidate can admit a flaw, it shows that they’re self-aware and always looking to improve. “We just want to see how new grads think on their feet and outside their comfort zone."įor a challenging follow-up question, consider asking them to name one negative adjective that describes them. “There is no right answer to this question,” Craig explains. This question is particularly ideal for those Gen Z candidates with limited work experience, says Craig Myers, director of talent acquisition at Cadence Design Systems. ![]() Describe yourself in one wordĪs it turns out, it’s actually pretty hard to summarize your entire person in one single adjective. They might just make for some interesting conversation too. Here are 10 intriguing and unexpected interview questions that candidates probably haven’t prepared for. You don’t want to ambush candidates, of course, but derailing them from rehearsed responses can reveal new insights into their personality, instincts, and soft skills - like the ability to think on their feet and manage unexpected challenges. The problem isn’t just that they’re passé - it’s that candidates can see them coming a mile away and they’ve prepped predictable answers to your predictable questions. You’ve probably asked these generic questions more times than you’d like to admit. “Name a time you faced a challenge at work.”
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