Hypothetical Interview Questions

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Questions that ask the applicant to solve an imaginary problem or a non-standard situation look like this:

If you were starting our company from scratch, where would you start?

What would you do if you were entrusted with a project that did not meet your goals and ambitions?

If you noticed a decline in motivation among bolivia mobile phone numbers database employees, what would you do to improve the situation?

Imagine what your industry will be like in five years. What do you think we need to prepare for?

If you were in charge of production, how would you improve labor efficiency?

If you started your career over again, what would you change?

Who would you like to see as your mentor in your new position and why?

If you were the head of the HR department, which candidate would you choose for the vacant position?

What would you do to improve communication in our company?

What would you do if you noticed a deterioration in the moral climate in your team?

How would you spend your generous investment in employee training?

Closed questions for interview candidates

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Such questions are not asked out of curiosity. They are very useful if they concern real production problems and difficult situations.

The "pitfalls" of such a survey: too much importance is attached to the answers. In this case, it is not the details that are important, but the candidate's approach to solving the assigned tasks of increased complexity. The ability to overcome difficulties, especially unforeseen ones, is what is important.

Unconventional Interview Questions
A block of very useful questions, despite their unexpectedness. It reveals a person's character and values ​​well. Let's look at some examples:

How would you explain the benefits of social media to someone on a desert island?

What is the most difficult problem you have ever had to solve?

How would you describe this job to a young child?

Who would you cast as the lead in a movie about your life?

If your life were music, what piece would it be?

If you were offered to lead one of the world powers, which one would you choose?

In which literary character do you recognize yourself?

What is the main quality that people don't understand about you?

If you could turn into a car, which one would you choose?

If you had a one-trip time machine, which era would you choose?

Of course, such a questionnaire gives an idea of ​​the personality, attitude to people, level of creativity. However, the HR manager who asks such questions risks appearing strange, unprofessional, and frivolous. Therefore, resorting to such questions in most cases is inappropriate.

At the very least, ask just one question from this series. If you continue, you will probably lose the candidate.


Download a useful document on the topic:

Checklist: How to Achieve Your Goals in Negotiations with Clients
Common Mistakes in Using Interview Questions
How can a human resources representative fail an interview and show unprofessionalism? Here are typical mistakes:

Desire to suggest answers

The candidate is obliged to independently think over and express his opinion.

Use closed questions

The risk of not receiving feedback, not collecting the necessary information. Inexperienced HR professionals fall into this trap because they are afraid that they will not be able to cope with an in-depth dialogue.

Avoid awkward questions

Sometimes, having found a candidate's weak spot, a specialist tries to avoid the problem so that the person does not feel awkward. However, by omitting uncomfortable questions, the recruiter deprives himself of valuable information.