5 Surprising Questions to Ask in an Informal Interview

5 Surprising Questions to Ask in an Informal Interview

The traditional job interview is losing its luster. As companies look for new ways to evaluate candidates, informal interviews are increasingly becoming the norm. But what separates a good informal interview from a bad one? It all comes down to the questions you ask.

Here are five surprising questions to ask in an informal interview that can help you find a candidate with the right experience, values, and mindset for your company.

1. Tell me about the worst day you’ve had at work. What happened, and how did you handle it?

This question isn’t meant to trip the candidate up. Rather, it’s an opportunity to see how they handle adversity and adversity. A candidate who is honest about their mistakes and willing to take responsibility for them is more likely to be a good fit for your team than one who blames others.

2. If you could change one thing about your current job, what would it be?

This question isn’t just an icebreaker. It can also provide valuable insights into what motivates the candidate. For example, if the candidate says they would like more opportunities for growth and learning, it might suggest they’re ambitious and eager to improve.

3. Can you tell me about a project you worked on that didn’t go as planned? What did you learn from the experience?

This question helps you assess a candidate’s ability to learn from failure. A candidate who can reflect on their experience and identify lessons learned is more likely to be resilient and adaptable.

4. What are three adjectives your coworkers would use to describe you?

This question can help you assess a candidate’s interpersonal skills and how they fit into a team. If a candidate is described as collaborative, communicative, and supportive, it suggests they’re a team player and can work well with others.

5. What are your long-term career goals?

This question is essential for assessing a candidate’s fit with your organization in the long run. If a candidate has long-term career goals that align with your company’s mission and values, they’re more likely to be committed and motivated to stay with your organization.

In conclusion, asking unexpected questions can help you assess a candidate’s fit for your organization. But don’t forget to listen carefully to their answers and read between the lines to uncover what really matters to them. By doing so, you’ll be more likely to find a candidate who not only has the right experience but also the right mindset and values to enhance your team.

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