I recently read an article about asking candidates weird questions.
One example is asking a person to define a completely made up word, for example “biscomfordable” or “deggasorrific.”
I think the viewpoint here is to see how the candidate reacts. Will she think about it for awhile and try to come up with some kind of definition or will she simply say, “I’m not familiar with that word.”
Another example is a math question that has a really obvious answer:
“If a person has 3 apples and they cost a total of $3.00, how much is each apple?”
Of course the answer is fifty cents.
Okay, now I did that just to see if YOU were paying attention. Yes, the answer is a dollar each.
Again, the idea may be to see how the applicant deals with something a bit out of the ordinary. Will he take a long time trying to figure it out, seeing if maybe it’s a trick question, or will he quickly give you the right answer.
Here’s another question that isn’t asked every day:
“If you could have one super power what would it be?
Now that could produce some interesting answers.
So, are these types of questions valuable? Will they yield information that you can use?
Well, I think you can gain an insight into your applicant to see how he addresses something “out of the ordinary.” Will he be flustered or simply think it over and give an answer?
I also do like the occasional disarming question, especially if the applicant has “rehearsed” answering the usual interview questions.
All in all, it just comes down to learning as much as you can about someone before you hire them. That will always be in your favor.
To see how our employee test can help you bring better people on board watch this three minute video.
If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.