14 Unusual and Unexpected Interview Questions in Major Corporations
Job interviews are often seen as a formal process where a candidate’s qualifications and experiences are scrutinized. However, in some of the world’s largest and most innovative companies, the traditional questions are often replaced by more unusual, unexpected queries. These questions are designed not just to test a candidate’s knowledge but to explore their creativity, problem-solving abilities, and how they think under pressure. In this article, we will delve into 14 strange and unexpected interview questions posed by major corporations, and the logic behind them.
1. “If you were a tree, what kind of tree would you be and why?”
This question, often asked by companies like Apple and Google, aims to assess a candidate’s personality and creativity. It is not about knowing the right tree, but rather how the candidate approaches metaphorical thinking. Do they see themselves as strong, grounded, and resilient (like an oak tree)? Or are they more flexible and adaptable (like a willow)? How they justify their choice gives insight into how they perceive their strengths and qualities.
2. “How many basketballs can fit in this room?”
This seemingly odd question is actually a problem-solving exercise. Companies like Google have used it to assess a candidate’s ability to think on their feet, estimate figures quickly, and approach problems with logical reasoning. While the answer itself doesn’t matter, the method of approaching the problem reveals a lot about the candidate’s critical thinking and quantitative skills.
3. “What is your favorite color and how would you market it?”
An unexpected question, often asked by marketing firms and design companies, like Nike or Coca-Cola, tests how well candidates can think in terms of branding and consumer psychology. By asking about a color—something inherently non-verbal—interviewers want to gauge the candidate’s creativity, ability to think outside the box, and how they conceptualize abstract ideas into something marketable.
4. “How would you explain a smartphone to someone from the 1800s?”
This question assesses communication skills and the ability to simplify complex ideas. In companies like Microsoft or IBM, explaining technological advancements in simple terms reflects a candidate’s ability to make information accessible to a broad audience. It tests both creativity and the skill to break down complex concepts into digestible pieces.
5. “If you could have dinner with any historical figure, who would it be and why?”
Asked by companies like Goldman Sachs, this question explores a candidate’s interests, values, and cultural awareness. The historical figure chosen reveals a lot about the individual’s aspirations, intellectual pursuits, and how they view leadership or innovation. It also tests the candidate’s ability to think critically about the past and its relevance to their current life and work.
6. “What would you do if you were invisible for a day?”
This quirky question helps interviewers understand how a candidate would behave in an environment where they are not accountable or observed. It gives insight into their creativity, values, and perhaps even their moral compass. Do they gravitate toward mischief or innovation? Are they inclined toward self-serving actions or problem-solving for the greater good?
7. “How many times a day does a clock’s hands overlap?”
This is a common question asked by consulting firms like McKinsey & Company and BCG. It is a question designed to test how the candidate approaches a tricky, seemingly simple problem. The answer is 22 times, but the key is how the individual breaks down the math and arrives at the solution. It reveals the candidate’s approach to calculations and problem-solving, without necessarily needing to be mathematically perfect.
8. “If you were a superhero, what would your superpower be?”
Companies like Facebook and Twitter might ask this type of question to understand a candidate’s strengths and how they perceive themselves in relation to challenges. This query goes beyond typical strengths-based questions, encouraging candidates to think about their ideal traits and their potential to make a difference in a work environment.
9. “How would you redesign the airplane tray table?”
A seemingly odd question posed by design companies or even tech firms like Tesla or Boeing, it challenges candidates to think about usability and functionality from a consumer’s perspective. How a candidate answers reveals their design thinking, attention to detail, and ability to innovate within constraints.
10. “What do you think we could do better as a company?”
This open-ended question, asked by companies like Amazon and Google, invites candidates to show they’ve done their research and can provide constructive criticism. It tests the candidate’s initiative and ability to observe flaws in a company’s operations or product offerings, while also showcasing their problem-solving skills and industry knowledge.
11. “How would you sell ice to an Eskimo?”
This age-old sales question is often posed by companies that want to test a candidate’s sales ability and creativity. While the literal answer isn’t important, the candidate’s response demonstrates their ability to understand the customer’s needs, offer unique solutions, and build rapport in challenging or unexpected situations. It’s a test of persuasion, creativity, and adaptability.
12. “What would you do if you were given an unlimited budget to solve a global problem?”
Corporations like Google or large non-profits may ask this question to explore a candidate’s sense of responsibility and the scope of their thinking. It gauges their problem-solving abilities on a global scale and their capacity for big-picture thinking, innovation, and strategic planning. The key lies in how the candidate prioritizes issues and develops scalable solutions.
13. “If you could only use one app for the rest of your life, which one would you choose?”
This question is a modern twist on the classic “What’s your favorite app?” query. It’s designed to understand a candidate’s relationship with technology and their ability to prioritize what tools are essential for productivity, communication, or entertainment. In companies like Apple or Google, this question can also provide insight into a candidate’s adaptability and whether their preferences align with the company’s technological ecosystem.
14. “If you were to write a book about your life, what would the title be?”
This reflective question asks candidates to step outside of the professional realm and consider their personal journey. Companies that value storytelling, like Disney or Netflix, may pose this question to assess self-awareness, personal branding, and how well candidates can frame their experiences in a narrative. It’s a way of gauging introspection and the ability to market oneself authentically.
Why Companies Ask These Questions
While traditional interview questions aim to gauge a candidate’s experience and qualifications, these unusual queries serve a deeper purpose. They are designed to evaluate how candidates handle ambiguity, their ability to think critically, and how they react under pressure. Moreover, they give insight into the candidate’s character, creativity, and problem-solving capabilities, traits that may not be easily revealed through more conventional questions.
By posing unexpected questions, companies can better understand how candidates think on their feet and how they will perform in challenging, real-world scenarios. These questions help employers get a clearer picture of the candidate’s potential beyond their resume—what they would bring to the table in terms of innovation, adaptability, and ingenuity.
Conclusion
While traditional interviews have their place in assessing a candidate’s skills and experience, unexpected questions provide a more comprehensive look into how individuals think, solve problems, and communicate. The strange and unusual questions posed by major corporations not only allow interviewers to gain insights into the candidate’s character and creativity but also offer a fun, engaging way to break the ice during an often nerve-wracking process. For candidates, preparing for these unusual questions may be challenging, but it also opens an opportunity to showcase their versatility, problem-solving skills, and ability to adapt to the unexpected.
In the ever-evolving landscape of global corporations, interview questions are becoming more nuanced and reflective of the traits companies truly value—traits that go beyond conventional qualifications and expertise.