There are a lot of good interview questions. Many are predictable – and that doesn’t rule them out.

Yes, you want to know a candidate’s strengths, weaknesses, and long-term career development plans. And you want them to be able to articulate their passion for your open job and demonstrate why you should consider hiring them above the competition.

All good questions … but they’re among the ones job candidates will expect from you during their interview. And while it wouldn’t be fair, or even very nice, to keep throwing unplanned curve balls their way, asking a few unexpected questions can be a great way to gauge certain desirable traits and help select the best of the best – in other words, which applicants you should keep on your short list for a second interview.

For starters, try these:

Questions to Help Break Up Your Candidate Pool

Can you describe yourself in one word?

Your desired response is not necessarily the specific word a candidate offers but rather a read on how well they truly know themselves. Their answer, as well as their tone of voice and body language, will help you gauge whether they’re confident and thoughtful or whether they’ve blurted something out. Moreover, it will help you determine how they react when put on the spot.

How long are you willing to fail at this job before you succeed?

First of all, steer clear of a candidate who answers by saying they never fail. Instead, look for humility, honesty, and a realistic approach to the new role they would be taking on if hired. The best candidates will express their willingness to stick with the job for as long as possible to succeed.  

What’s your biggest pet peeve?

By asking this question, you may learn not only what frustrates a candidate but also how they handle that frustration. Are they easily rattled? And, do their pet peeves arise routinely in the position? Ultimately, you’re getting a clearer picture of what it would be like to work with a person daily.

Do you consider yourself lucky?

This one speaks to a candidate’s attitude. Look for someone who combines a sense of optimism and gratitude. They should be able to attribute their success to others, not just focus on themselves or on their missed chances.

Why are you memorable?

This existential question will get a candidate to dig deep and consider what sets them apart from the other resumes in your pile. In a sense, this is a different way of asking why you should hire them above the others. But it can provide a deeper perspective on their honesty, humility, and self-awareness.

Call on KeyHR to Assist with Your HR Efforts!

KeyHR is aligned with preferred provider companies to offer you expert assistance in talent acquisition and management, including recruitment, payroll, employee leasing, benefits administration, insurance needs, and more. Offering specialists in every area of HR, we’re here to help you develop and fine-tune your successful interview and hiring process. Reach out to us today for more information.