We all know to anticipate the run-of-the-mill interview questions—“Tell me about yourself,” “Why are you interested in this position,” “What are your strengths and weaknesses,” and so on.
More often than not, however, these questions test your ability to memorize an impressive elevator pitch and stand out responses, rather than genuinely explain who you are as a person and how you’ll really be on the job. It’s increasingly important to ask interview questions that help hiring managers get to know candidates’ personal values, skills, and experiences on a deeper level and how they relate to the job at hand.
For example, questions like, “Share one story from the last year that helped you grow or evolve” or “Do you have any role models in life?” can prompt meaningful conversations about shared values, personal growth, and drive and help hiring managers gauge if you’ll be a mindset fit or culture add. We asked interview coach Tazeen Raza to share some of her favorite unique questions to ask a candidate and those to avoid.
Read more: 111 Best Interview Questions to Ask Candidates in 2024
10 unique interview questions to ask a candidate
Interviewers should aim to gain deeper insights into a candidate's values, thought processes, and interpersonal skills without crossing boundaries or making them uncomfortable. Approaching these questions as conversation starters fosters a respectful and open dialogue, helping both parties determine if it’s a good fit.
These questions help create a well-rounded view of the candidate while respecting their privacy and maintaining a professional interview environment.
1. “Can you tell me about a personal accomplishment you are particularly proud of?”
Raza says this question helps hiring managers understand the candidate's values and what they consider important outside of work. It allows candidates to highlight achievements that may not fit into traditional resume categories and reveal hidden talents, passions, and experiences that have shaped their character. They might talk about how running a marathon taught them about time management and perseverance or describe how a creative endeavor, such as producing a short film, helped improve their storytelling skills and commitment to a goal.
Follow-up questions:
-
“What motivated you to pursue this project or achievement?”
-
“What challenges did you face, and how did you overcome them?”
-
“How do you think this experience has influenced your professional life or career trajectory?”
2. “How do you typically spend your weekends or free time?”
This is a light-hearted way to understand a candidate's personality, interests, and work-life balance. It provides a glimpse into their hobbies, passions, and how they manage stress or rejuvenate themselves outside of work. It can also reveal transferable skills and soft skills such as teamwork (if they enjoy playing sports), creativity (if they make art or music), or commitment (if they volunteer in their community), which are valuable in the workplace.
Follow-up questions:
-
“What do you enjoy most about [specific activity mentioned]?”
-
“How do these activities help you recharge or maintain balance?”
-
“Have you learned any skills or lessons from your hobbies that you apply in your professional life?”
3. “What role do you believe empathy plays in the workplace, and how do you practice it?”
This question delves into the candidate's emotional intelligence and interpersonal skills. Understanding their view on empathy can reveal their approach to teamwork, leadership, conflict resolution, and creating a supportive and inclusive environment. A good answer might sound like:
“By understanding and considering the perspectives and feelings of others, we can build stronger relationships and work more effectively together. To practice empathy, I make a conscious effort to listen actively to my colleagues and ensure they feel heard and valued. For example, during a recent project, a team member expressed feeling overwhelmed with their workload. We discussed possible solutions, and I helped redistribute some tasks within the team to alleviate their burden. This not only helped them feel supported but also improved our team's overall productivity.”
Follow-up questions:
-
“Can you give an example of a situation where you had to demonstrate empathy at work?”
-
“How do you balance empathy with making tough decisions?”
-
“In what ways do you think empathy can improve workplace dynamics and productivity?”
Read more: Disagreeing with Empathy: Navigating Conflicts with More Understanding & Less Compromising
4. “What motivates you both in and out of the workplace?”
Raza says this question helps identify the candidate's driving forces and passions. By exploring motivations both in and out of the workplace, the question gives a more well-rounded view of the candidate's holistic approach to life, including how they achieve balance and fulfillment. A good answer might sound something like:
“The opportunity to make a meaningful impact drives me both in and out of the workplace. In my professional life, I'm driven by projects that challenge me to innovate and solve complex problems, like leading a team to develop a new product feature from scratch, for example. Outside of work, I enjoy volunteering with youth mentorship-focused organizations to help contribute to others’ growth. Whether at work or in my personal life, I'm motivated by growth, learning, and the opportunity to positively impact others.”
Follow-up questions:
-
“Can you give an example of a recent project or task at work that you found particularly motivating?”
-
“What aspects of your current or previous job have been most fulfilling for you?”
-
“What are some personal or professional goals you are currently working toward?”
5. “Can you share an experience where you had to overcome a personal challenge and what you learned from it?”
This question invites candidates to share a meaningful story that highlights their ability to navigate difficulties and learn from them. Candidates can demonstrate empathy, emotional regulation, and the ability to persevere through difficult situations. For example, they might describe a recent move:
“I recently managed a major move to a new house while balancing a busy work schedule. I created a checklist to ensure nothing was overlooked and assigned tasks to different days to make the process more manageable. Despite the initial stress, the move was successful, and I learned valuable lessons in organization and time management. This experience reinforced the importance of planning ahead and breaking down large tasks into smaller, more manageable steps.”
Follow-up questions:
-
“How did this experience change your perspective or approach to similar situations?”
-
“Can you give an example of how the lessons learned from this experience have influenced your work?”
-
“How do you handle stress and maintain motivation when facing challenges now?”
6. “How do you define success for yourself, and how has that definition evolved over time?”
Explore what motivates the candidate and how they measure progress in their life. By learning about their evolving definition of success, you can see how they've grown and adapted over time. For example, maybe they discuss how earlier in their career, they defined success as climbing the corporate ladder quickly and achieving financial stability. Over time, maybe they realized success also includes making a positive impact on their team and community, and now, they measure success by the quality of their relationships and the difference they make.
Follow-up questions:
-
“Can you share a specific moment or experience that shifted your definition of success?”
-
“How do you balance your personal and professional definitions of success?”
-
“What are some indicators that you've achieved success in your current role?”
7. “What's a meaningful compliment you've received, and why did it resonate with you?”
This question can reveal what qualities or achievements the candidate values in themselves and how they perceive feedback from others. The context in which the compliment was given can also shed light on where the candidate might excel. For example, say they received the compliment, “You have a natural talent for leadership and bringing out the best in people,” from their previous manager after leading a cross-departmental project to launch a new product. This context reveals the candidate's ability to manage complex projects, their leadership skills, and their capability to handle similar challenges in future roles.
Follow-up questions:
-
“How did this compliment influence your actions or mindset afterward?”
-
“How do you consistently demonstrate this quality or skill?”
-
“Do you find it easy to give compliments to others? Why or why not?”
8. “What are your favorite places you have traveled to, and why?”
“This question offers a look into the candidate's experiences, interests, and cultural exposure, providing a sense of their personality and curiosity,” says Raza. Their answer may reflect their curiosity, willingness to try new things, and adventurous spirit, all of which can be valuable in a dynamic work environment. A good answer might sound like:
“My favorite place I've traveled to is Kyoto, Japan. What stood out most was the serenity and attention to detail everywhere—from the meticulously maintained gardens to the artful presentation of food. It made me realize the value of mindfulness and intentionality, which I've tried to incorporate into my work by paying close attention to detail and being thoughtful in my approach to projects.”
Follow-up questions:
-
“How have your travel experiences influenced your perspective or worldview?”
-
“Have you ever had a travel experience that challenged you or pushed you out of your comfort zone?”
-
“Do you incorporate any lessons or inspirations from your travels into your work or daily life?”
9. “Can you tell me about a time when you had to step out of your comfort zone? What did you learn from that experience?”
This question assesses the candidate's adaptability and willingness to take risks. It offers insights into how they handle uncertainty and problem-solving and if they’re open to growth. For example, the candidate could talk about how they volunteered to lead a team project with no prior experience in project management. Maybe it was intimidating at first, but they learned the importance of clear communication and adaptability and developed more confidence to take on leadership roles.
Follow-up questions:
-
“What steps did you take to overcome the discomfort or fear in that situation?”
-
“How has that experience influenced your approach to new challenges?”
-
“Can you provide an example of a recent challenge where you applied the lessons learned from stepping out of your comfort zone?”
10. “What's a book, podcast, or piece of art that has had a profound impact on you, and why?”
This question opens a window into the candidate's personal interests and intellectual curiosities, revealing their passions and how they think. If you understand what resonates with them, it’s easier to gauge what they draw inspiration from and what makes them feel creative. For example, maybe they discuss a book that influenced their perspective on living in the present moment and managing stress or building and maintaining positive relationships.
Follow-up questions:
-
“How did this work influence your perspective or actions?”
-
“Have you integrated any lessons from this experience into your professional life?”
-
“Can you share an instance where this influence helped you solve a problem or approach a situation differently?”
5 questions to avoid asking candidates
It's important to not cross the line when asking unique interview questions—“getting to know a candidate on a deeper level” can quickly become invasive and even discriminatory. Maintaining professionalism, respecting candidates' privacy, and avoiding biases and discrimination should be top priority to ensure a fair and unbiased evaluation. According to Raza, hiring managers should avoid these five questions.
1. "Where are you from? How has your upbringing affected you at work?"
Questions like these can unintentionally lead to biases or discrimination based on a candidate's background, ethnicity, or nationality. It may influence the hiring decision based on preconceived notions rather than the candidate's qualifications. Plus, where the candidate is from or how they grew up doesn’t relate to their ability to perform the job—focusing on skills, experiences, and qualifications is more relevant to assessing their suitability for the role.
2. "What clubs or social organizations do you belong to outside of work?"
Raza says this can unintentionally reveal personal affiliations and lead to discrimination. For example, belonging to certain clubs or organizations might prompt assumptions about the candidate’s political beliefs, social views, or other personal characteristics.
3. "How do you feel about working with a team of a different age group?"
The question introduces age-related biases and can lead to discrimination, says Raza. Questions about age or perceptions related to age are considered discriminatory and can violate equal employment opportunity laws. Instead, focus on questions that assess the candidate's ability to work collaboratively, their experience in team settings, and their adaptability to different work environments.
4. "Do you have any plans for major life changes in the near future?"
This question can lead to discriminatory practices, as it may reveal information about personal life that should not impact hiring decisions. “It can be interpreted as fishing for information about family planning or relocation,” says Raza. Hiring decisions should be based on skills, experience, and fit for the role rather than personal circumstances.
5. "How do you manage work-life balance with your personal responsibilities?"
Raza says this question can lead to bias against those with significant personal responsibilities. For example, a candidate's response could disclose details about family status or caregiving responsibilities, which should not influence hiring decisions. Instead of asking about personal management strategies, hiring managers should focus on questions that assess the candidate’s professional capabilities, experiences, and how they handle work-related challenges.
Read more: Are You Being Discriminated Against at Work? 10 Signs to Look Out For
