Why HR Should Consider Asking Oddball Interview Questions
Don’t try this at home; these questions should be asked only by a trained interviewer!
In case you think that Glassdoor’s Top 25 Oddball Interview Questions for 2014 are nonsensical, this blog post by Donna Fuscaldo offers a compelling and useful rationale for venturing into the seemingly irrational oddball interview cubicle.
Ask a job seeker what his or her weaknesses are, and chances are they will say they work too hard. Ask that same candidate what they would do if they won $20 million in the lottery, and you’re not likely to get a canned or polished answer. While oddball questions may seem pointless, they can actually be more telling than the straight forward type of interview questions most employers use.
“Strange or oddball questions are not primarily asked to trick a person, but to uncover qualities about a candidate that can’t be determined from a resume or two-minute drill,” says Susan Ruhl, a managing partner at OI Partners-Innovative Career Consulting in Denver. “They are designed to uncover how you think, handle unexpected problems and situations, whether you are a good fit for their culture, and how creative you are.”
Oddball questions can be a powerful tool to glean information about a potential candidate as long as they are used correctly. If the interviewer doesn’t know what he or she is looking for, then throwing out a strange question just for the sake of doing it will be pointless.
“It’s an excellent technique to get to know the real person, but you have to know what you are doing,” says Mark Jaffe, president of Wyatt & Jaffe, the executive search firm. “It won’t yield meaningful results if you don’t know what you are looking for.” According to Jaffe, if the employer is using oddball questions just to throw a candidate off their game or trick them, then it won’t be useful in trying to get them to share something beyond their prepared answers. “The idea is to get people to relax their defenses and to dredge up something that may not be in their immediate repertoire for an interview,” says Jaffe.
Career experts say interviewers have to go into the interview knowing the role they are aiming to fill and the type of person that is best suited for that role. For instance, if you are looking to hire an accountant and you ask what would you do with $20 million in lottery winnings, you’re going to want to hear they would put it in savings, pay off debt, or increase their retirement nest egg; but if you are looking to hire a creative type, you may want to hear that they would spend the money traveling the world.
“The questions are designed to illicit atypical responses,” says Chuck Fried, president and chief executive of technology staffing company TxMQ. “If you asked what three things you would bring to a deserted island you are trying to figure out if the person is pragmatic or fantasy-oriented.” Does the person say he or she would bring a book of matches, a cellphone, and water filtration system, or do they say they would bring a bottle of wine, a great novel, and an iPod?
When it comes to oddball questions they typically fall under the categories of problem solving, thought process, and cultural fit, according to Ruhl. The problem solving ones are designed to see how quickly, accurately, and creatively a person solves a problem and could include questions such as, How many square feet of pizza are eaten in the U.S. each year? or How many snow shovels sold in the U.S. last year?
Similar to problem solving questions are thought process questions which Ruhl says are designed to see how you think. Examples of thought process questions include, Describe to me the process and benefits of wearing a seatbelt and Why is a tennis ball fuzzy? Cultural fit questions are employed to see if a candidate would fit well within a company. Questions could include, If you could throw a parade of any caliber through the Zappos office, what type of parade would it be? and If you were on an island and could only bring three things, what would you bring?
Although oddball questions can catch job candidates off guard, they can also demonstrate if candidates can think on their feet. It’s not the job of the interviewer or the interviewee to actually know how many gas stations there are in the U.S., but Fried says, it’s a great tool to see how someone thinks through the problem. “I don’t care about the right answer; I care about the logic someone used to arrive at the answer,” says Fried.
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