Why Fun Interview Questions Are Changing the Game
Let's be honest - we've all been there. Sitting across from a hiring manager, sweating through the same old "Where do you see yourself in five years?" routine. But here's the thing: fun interview questions are revolutionizing how companies find their next rockstar employees. These quirky, unexpected questions might catch you off guard, but they're actually your secret weapon to stand out from the crowd and show who you really are beyond that polished resume.
The Science Behind the Silliness
The numbers don't lie - Glassdoor evaluated over 100,000 approved interview questions shared by job candidates, and the trend is clear: employers are ditching boring questions for creative ones. Companies like Apple have built a reputation for posing some of the most inventive oddball questions in the industry. Why? Because these seemingly random queries are designed to uncover problem-solving skills that traditional interviews simply can't reveal.
Susan Ruhl, a managing partner at OI Partners, puts it perfectly: "Strange or oddball questions are not primarily asked to trick a person, but to uncover qualities about a candidate that can't be determined from a resume." These questions fall into two main types - ones that ask you to imagine yourself as something completely different, and weird, confusing scenarios that test your blue sky thinking and response to obscure topics.
What Recruiters Really Want to Know
Here's the insider scoop: when a recruiter asks you about fighting 100 duck-sized horses or one horse-sized duck, they're not looking for the "right" answer. Scott Dobroski from Glassdoor explains that fun interview questions are more about the thought process behind your answers than getting it correct. They want to see how you think, handle unexpected situations, and whether you're a good cultural fit for their team.
Michael Pearce, a healthcare recruiter, often asks candidates about their favorite board game because the response reveals more about personality and professional strengths than any resume bullet point ever could. The key? Extroverts should beware - brief, well-thought-out replies often work better than lengthy explanations that don't add value.
Your Guide to 661 Game-Changing Questions
Ready to master the art of unconventional interviewing? We've compiled the most comprehensive collection of fun interview questions you'll find anywhere. From classic brain teasers to modern creative challenges, we're about to dive into 661 best practice questions that will prepare you for any curveball an interviewer might throw your way. These aren't just random questions - they're carefully selected scenarios that top companies use to identify their next great hires.
Because you're reading this article, you might be interested in the following article as well: Self Paced Video Interview: Tips for Employers.
🏆 The list of TOP 661 fun interview questions in 2025
What's the color of money?
This may sound like a simple or even humorous question, but it’s a great way to see how a candidate thinks on their feet. There’s no right answer here—it’s subjective and meant to open up a dialogue. Many people will say green, especially in the United States, where the dollar is famously green. But in other countries, currency is often multicolored.
What to look for in a good response:
- Confidence in delivering an answer quickly
- Acknowledgment of diverse perspectives (e.g., referencing international currencies)
- A thoughtful or creative take that shows personality
Red flag responses:
- Saying “I don’t know” without any effort
- Getting defensive or frustrated
- Giving a one-word answer with no explanation
Best practice: Use this kind of question as an icebreaker or to add a relaxed moment during your candidate screening. It helps reveal how someone might engage in conversation, adapt in a new environment, or handle curveball situations—all of which are crucial in many roles.
Someone gives you an elephant you can't sell or give away. What do you do with it?
This question is a classic example of a lateral thinking or creative problem-solving question. It may seem silly at first, but it’s a great tool for evaluating how a candidate thinks on their feet, manages unexpected challenges, and finds innovative solutions.
Best practice: Encourage candidates to explain their thinking process. There’s no “right” answer, but the reasoning behind their response matters most.
For example, a quirky but thoughtful answer like, “I’d probably take care of it, feed it, sell my car and ride it to work. This way, I save money and exercise the elephant at the same time,” shows flexibility, humor, and problem-solving. It offers insight into how a person might approach odd or difficult situations—skills that are valuable in unpredictable work environments.
What to look for:
- Creative thinking
- Humor (when appropriate)
- Resourcefulness
- Adaptability
Red flags include:
- Overly literal responses
- Lack of engagement with the question
- Indication they don’t handle ambiguity well
Use this type of question toward the end of an interview to lighten the mood while still gaining valuable insights. Keep it fun, but pay close attention to how seriously they take the task.
If you could choose one song to play every time you walked into a room, what would you choose and why?
This fun, imaginative question lets you get a real feel for the candidate’s personality, confidence, mindset, and even emotional intelligence. The song they choose and—more importantly—the reasons behind it can reveal what tone they aim to set in a group and how they want others to perceive them.
What to look for in a great answer:
- Self-awareness and reflection (why that particular song?)
- Emotional tone (uplifting, humorous, serious, motivating?)
- How they relate to others (does the song reflect inclusiveness or individuality?)
- Communication style and storytelling skills
Best practice: Don’t look for a specific song or genre—focus on how they explain their choice and what it says about them as a teammate or leader.
Comment:
I'd play "Don't You Worry 'Bout a Thing" by Stevie Wonder. This song makes people feel carefree and lighthearted when they hear it. I think sometimes people can worry about things that are out of their control, and I'd like to think that there isn't much to worry about when I'm around. It's also a song you can dance to if you want to, and many people know the lyrics to sing along.
This is a strong, thoughtful answer. It shows self-awareness, a desire to bring a positive vibe, and a team-focused mentality. The candidate wants people to feel at ease and to lighten the mood—they support a fun, calm workplace. Their ability to tie a personal choice to team wellbeing is a great sign.
What do you think about when you're alone in a car?
This question might seem casual, but it’s a clever way to understand a candidate’s mindset, self-reflection habits, and emotional intelligence.
You can learn a lot from how someone spends quiet, personal time. Are they goal-oriented? Do they reflect on their day? Are they practicing mindfulness or giving thought to how they can improve? These are signs of a person who’s self-aware and committed to growth — excellent qualities in any role.
Best practice tip: Pay attention to how introspective and grounded their answer is. Candidates who express gratitude or focus on being present might manage stress well and bring a positive mindset to your team.
In this candidate’s case, reflecting on accomplishments and setting intentions shows maturity, accountability, and mindfulness — a great combo in both leadership and support roles.
When asking this question:
- Look for self-awareness and emotional regulation
- Listen for values-driven thinking — are they growth-focused, thoughtful, or appreciative?
- Watch for any red flags, such as overly negative thought patterns or distracted thinking that could indicate stress or dissatisfaction
It's a light question, but it gives you real insights.
If you could have any superhero power, what would it be and why?
This question might seem casual or even fun, but it can give serious insights into a candidate’s creativity, ambition, values, and personality. Listen closely not just to the power they choose, but why they choose it.
Common answers—and what they reveal:
- Flight: Often chosen by people who value freedom, exploration, or efficiency. A great fit for roles that require big-picture thinking or adaptability.
- Invisibility: May indicate someone who prefers to observe before acting or enjoys working behind the scenes—important in analytical or strategic roles.
- Time travel or teleportation: Suggests a candidate who values innovation or productivity. Great traits for roles where efficiency and forward-thinking are key.
- Super strength or invincibility: May reflect confidence and willingness to take on challenges.
Best practice tip: Ask a follow-up question like: “How would you use that power in a team setting or at work?” This helps tie the fun answer back to real work behaviors—great for screening cultural fit and creative problem-solving.
This kind of light question also lets the candidate relax and show some personality—which helps you get a better sense of who they are beyond the resume.
> Candidate Example: “I'd want to fly if I could have any superpower—partly because I don't like traffic, and I've never seen things from a bird's-eye view before, besides looking from an aircraft window. I also like the idea of being able to travel to new places quickly.”
What it shows: This answer suggests a curious, forward-thinking person who might enjoy change and discovery. They like efficiency and are open to new experiences—possibly a great match for fast-paced, innovative teams.
What would you do if you were the only survivor of a plane crash?
This is a situational or hypothetical question that checks a candidate's ability to stay calm under pressure, make logical decisions, and demonstrate resilience in extreme situations. It doesn’t test technical skills but gives insight into how someone thinks, reacts, and handles crisis scenarios.
What to listen for:
- Clear, methodical thinking
- Problem-solving mindset
- Emotional composure and control
- Initiative and survival instincts
- Personal reflection and lessons learned
Strong candidates might talk about assessing their surroundings, staying calm, seeking rescue, or prioritizing safety and essentials. It's not about having survival training—it’s about staying rational under pressure.
Best practice: Follow-up by asking why they made certain choices in their answer. This dig deeper into their approach to adversity.
Example red flag answers: Joking too much about it without showing thought, showing panic-driven decisions, or answers that lack any structure.
> Comment: I'd be happy that I flew alone that day, and then I'd probably complete more hours of flight training before I flew a plane again.
This answer shows humor and self-awareness, but during screening, probe further for how they would act immediately in the situation. That’s where their decision-making and emotional intelligence reveal themselves.
Are you a gatherer or a hunter?
This question is a great way to understand a candidate’s natural work style and how they approach challenges. It might sound unusual, but it reveals if they are more of a proactive go-getter (hunter) or a supportive, nurturing contributor (gatherer).
A hunter usually thrives in high-pressure environments, loves chasing leads, and enjoys actively solving tough problems. They often show strong independence, initiative, and a desire to “make things happen.”
A gatherer, on the other hand, may be more detail-oriented, organized, and collaborative. They’re typically good at managing resources, developing long-term relationships, and optimizing existing systems.
Best practice: Use this question to match personality types to job roles. For example:
- Sales or business development roles benefit from hunters.
- Operations, HR, or account management roles may be better for gatherers.
In this case, the candidate identified as a hunter and stated: > "I like to go after what I want and close deals that seem impossible to find or make happen. I truly enjoy researching and discovering new ways to do things."
That’s a strong response. They clearly show drive, strategic thinking, and persistence — key traits for roles that require ambition and problem-solving.
What do you think of garden gnomes?
This is one of those quirky, unexpected questions that takes candidates by surprise—and that’s the point. It helps break the ice, showcase personality, and gauge how someone handles unconventional moments. There’s no right answer here, but how a candidate responds speaks volumes.
What to look for:
- A sense of humor or creativity
- Composure when faced with unexpected questions
- Willingness to show personality
This kind of question is great in roles that require strong interpersonal skills or creative thinking. Best practice is to use it as a lighthearted moment to ease interview tension and learn how candidates express themselves. If someone can share a fun take on gnomes, they can likely handle more serious curveballs with grace too.
If you could lead a parade through your office, what type would it be?
This question might sound playful, but it's a strong gauge of culture fit and personality. It reveals how a candidate sees team interaction, morale, and personal values in a work setting.
A creative and thoughtful answer—like organizing a pet parade through a home office—shows imagination, enthusiasm, and a desire to connect with teammates. It also reflects the candidate values relationships and brings energy and fun to the workplace, even in remote environments.
Best practice: Look for responses that highlight collaboration, team spirit, and cultural alignment. Candidates who engage with the question show they can bring positivity and creativity into your team dynamic. Steer clear of generic or disinterested answers—this question is all about seeing personality shine through.
How would you sell hot cocoa in Florida?
This question checks for creativity, market awareness, and the candidate's ability to adapt a product to a niche or challenging market. You're not just looking for someone who says, "I wouldn't sell it"—you're looking for someone who can see potential where others may not.
Good responses might include:
- Selling hot cocoa during Florida's cooler months (yes, there are a few!)
- Creating novelty gift packages for friends or family in colder states
- Offering iced or frozen hot cocoa versions
- Targeting specific events or indoor venues with heavy AC where warm drinks are welcomed
Candidates who show out-of-the-box thinking and demonstrate a proactive sales mindset stand out here. This type of question is commonly used as a behavioral or situational interview question and works best in roles like sales, marketing, and customer service.
Best practice: Always follow up by asking, "What inspired your idea?" to dig deeper into their thought process.
Why are manholes round?
This question might seem odd for a job interview, but it’s a popular way to test critical thinking and problem-solving skills, especially in technical or engineering roles. The most common and logical answer is: "Manholes are round because a round cover can't fall through its circular opening, no matter how it's positioned." This shows the candidate understands practical design logic.
Comment:
When asking this question, you're not looking for a specific technical answer—you’re testing how the candidate thinks under pressure. A good response shows logical reasoning, creativity, or even curiosity. Encourage them to walk you through their thought process. Best practice is to follow up with open-ended prompts like, “What else might be a reason?” or “Can you think of a downside to a round shape?” This helps you evaluate depth of thinking, not just surface-level knowledge.
If you were a tree, what kind would you be and why?
This question might sound unusual, but it's a great way to assess a candidate's creativity, self-awareness, and communication style. You're not looking for a "right" answer here—just insight into how a person thinks and how confidently they can explain their personality. It helps reveal soft skills and values in a lighthearted way.
Best practice: Listen for answers that connect the type of tree to personal qualities—like resilience (oak), flexibility (willow), or growth (bamboo). Good candidates will tie their answer back to traits that are also useful in the workplace.
Example response to watch for: "I’d be a palm tree because I can withstand pressure and adapt to tough environments, just like palms during storms." That shows awareness, adaptability, and strength.
Avoid overly generic responses or ones that don’t explain the “why.” The reasoning behind the answer matters more than the tree itself.
What two nonessential items would you want if you were shipwrecked on a deserted island?
This question may seem like fun or purely hypothetical, but it’s actually helpful for understanding a candidate's personality, creativity, and problem-solving mindset. It gives you insight into what someone values when survival isn’t the top concern.
Look for answers that:
- Show original thinking or humor — it’s a great sign of a culture fit.
- Reveal interests and personality traits that align with your team.
- Stay grounded — a balance between fun and practicality is ideal.
Best practice tip: Pay attention to how quickly and confidently they answer. It’s not about the “right” items but how they explain their choices. Clear, thoughtful responses often reveal maturity and self-awareness.
What was the last gift you gave someone?
Asking a candidate, “What was the last gift you gave someone?” might seem personal, but it's a clever way to assess their empathy, attentiveness, and relationship-building skills.
Comment:
This question helps you understand how thoughtful and considerate a person is, which can reflect on how they interact with coworkers or clients. Look for answers that show the candidate paid attention to someone’s preferences or needs. A good response could point to emotional intelligence—an important trait in team-based roles.
Best practice: Follow up by asking why they chose that specific gift. This gives you insights into their decision-making and how well they understand others. Direct, vague, or careless answers might indicate a lack of social awareness—a potential red flag in collaborative roles.
If you could compare yourself to an animal, what would it be and why?
This question may sound fun, but it’s actually a powerful tool to gauge self-awareness, creativity, and alignment with company culture. Candidates often reveal their personality traits and values through their answers.
What to look for:
- Clear reasoning: A strong answer isn’t just about naming an animal—it’s about why they chose it. For example, someone who picks a dog and mentions loyalty, teamwork, and dependability gives insight into their working style.
- Alignment with the role: A candidate choosing an eagle may highlight vision and independence, which could align well with leadership roles. A beaver might suggest hard work and attention to detail—great for project managers or engineers.
- Cultural fit and soft skills: This question can reflect how well someone may fit into your team. Extroverts may pick social animals, while introverted candidates may lean toward thoughtful or observant ones.
Red Flags:
- No clear reason for the choice, or joking answers that avoid the question, may suggest a lack of engagement or self-reflection.
- Inconsistencies between their animal traits and what they shared earlier about their work style could be worth clarifying.
Best practice:
Use this question as a light, yet insightful part of the interview. It works best in mid or late-stage interviews when assessing personality and team fit. Compare answers across candidates to identify who brings the traits that complement your team.
What would you do if you found a penguin in the freezer?
This fun, oddball question is meant to test a candidate's creativity, problem-solving skills, and ability to stay calm under strange circumstances. It's not about the right answer—it's about how they think on their feet.
Comment:
Look for responses that show logical thinking, a touch of humor, or a creative approach. For example, a solid answer might include making sure the penguin is safe, checking how it got there, and informing someone immediately. These steps show composure, problem-solving, and attention to detail—important traits in most roles.
Avoid candidates who are confused or dismissive. If they shut down or can't play along, it might indicate a lack of adaptability or poor soft skills. Best practice: ask these types of questions later in the interview to break the ice and see how well candidates handle curveballs.
Would you rather fight 100 duck-sized horses or one horse-sized duck?
This unusual question falls into the category of creative or hypothetical questions that help you assess a candidate's problem-solving abilities, thought process, and personality under a lighthearted scenario. While it may seem silly on the surface, how a candidate answers gives insight into how they approach challenges, assess risk, and think strategically.
What to look for:
- Does the candidate quickly choose an option, or do they explore both?
- Do they justify their decision with clear reasoning?
- Are they calm and logical or reactive and emotional?
Best practice tip: Encourage candidates to explain why they chose their answer. The goal is to uncover how they handle unexpected questions or curveballs—a common occurrence in any role.
Red flags:
- Dismissive or unwilling to engage with the question.
- Lack of reasoning or failure to explain their thinking.
Pro tip: Use this type of question to lighten the mood during a longer interview. It can also reveal how a candidate might interact socially with colleagues or fit into your team culture.
Describe the color red without using any color name.
This question challenges candidates to think creatively and communicate clearly without leaning on the obvious. It’s especially effective for roles that require strong communication, storytelling, or conceptual thinking.
Comment:
This is a great screening question for creative positions or roles in content creation, marketing, design, or even customer service. You're looking to see how well a candidate can convey an idea without default descriptions.
Best Practice: Look for answers that tap into emotions, sensations, or comparisons. For example, a strong answer might describe it as "the feeling of warmth standing near a fire" or "the rush of adrenaline when you're excited." These show imagination and communication skill.
Avoid candidates who get stuck or give vague or generic answers—they might struggle in roles requiring original thinking.
How do you think people would communicate in a perfect world?
This question is great for evaluating a candidate's emotional intelligence, communication style, and values. Look for answers that highlight empathy, active listening, and collaboration.
A strong response might mention clear, respectful, and honest communication, where everyone feels heard and understood. Candidates who value open dialogue, empathy, and patience are usually effective team players and strong communicators.
Best practice: Pay attention to how they describe ideal communication—do they mention feedback loops, understanding different perspectives, or conflict resolution? These are signs of maturity and adaptability in professional settings.
Use this question to uncover how well a candidate fits your company culture and team dynamics.
If you could eliminate one state, what would it be and why?
This is a curveball question meant to test a candidate’s creativity, critical thinking, and emotional intelligence. It’s not about politics or geography—it's about how someone thinks under unusual pressure.
Comment:
When screening candidates with a question like this, focus less on their actual answer and more on how they justify it. A thoughtful, humorous, or strategic response can show creativity and problem-solving skills. Be cautious if the answer seems overly negative, biased, or inappropriate. Best practice is to use this question only in roles where creative thinking and personality fit really matter, such as marketing, product innovation, or culture-focused positions.
Look for candidates who:
- Stay light-hearted or use humor
- Show strategic reasoning
- Avoid controversial or offensive reasoning
Remember, there's no right or wrong state—they’re telling you how they think, not really who they want to remove.
What advice would you give to your previous boss if you could?
This question helps you see how a candidate reflects on past work experiences and authority figures. You're not just judging their answer—you’re looking at how thoughtfully they deliver it.
A strong response usually:
- Focuses on constructive feedback, not complaints.
- Shows emotional intelligence and professionalism.
- Highlights the candidate’s growth mindset.
What to look for: Is the advice practical and respectful? Do they critique the leadership style, suggest ways to improve team dynamics, or offer helpful communication tips?
Red flag answers: If the response sounds bitter or overly negative, that might be a warning sign about how they'll get along with leadership in your company.
Best practice tip: Follow up with something like “How did that experience shape your approach to working with managers today?” This can uncover self-awareness and adaptability.
What is the funniest thing that happened to you recently?
This lighthearted question is great for breaking the ice during a screening and seeing how a candidate communicates in an informal way. It lets you observe their personality, sense of humor, and ability to connect on a personal level. There’s no “right” answer here—it’s about how they tell the story.
Best practice: Look for candidates who can share a funny moment with ease, show self-awareness, and keep it appropriate. It’s a subtle way to assess communication skills and cultural fit without the pressure of technical questioning. If someone struggles to answer or seems overly reserved, it might be a flag for poor interpersonal or team dynamics. Keep the vibe relaxed—you’re gauging connection more than competence here.
How many windows are in New York?
This is known as a brainteaser question, and while it might seem unrelated to the job, it helps assess a candidate's logical thinking, problem-solving abilities, and creativity under pressure.
Why it's useful: You're not looking for an exact number here. Instead, pay attention to how they approach the problem. Do they break it down into steps? Are they calm and collected while thinking through it? This can reveal a lot, especially for roles requiring analytical or estimation skills.
Best practice: Let the candidate know that there’s no right answer—they’re not being judged on accuracy but on how they think. A strong response might include estimating the population, number of buildings, average number of windows per building, etc.
What to listen for:
- A logical breakdown of the problem
- Clarity in thought process
- Confidence without arrogance
- Flexibility in assumptions
Avoid candidates who panic, give a random number, or shut down. The goal is to see how they approach ambiguity, something common in many work environments.
Would you relive your days in high school if you could?
This question might seem casual or even nostalgic, but it's a great way to understand a candidate’s self-awareness, emotional intelligence, and perspective on personal growth. You're not looking for the "right" answer here—you're listening for insight into how they view their past, how they've grown, and what values they carry forward.
What to look for:
- Do they reflect on lessons learned?
- Are they able to talk about past challenges and how they overcame them?
- Is there a positive attitude toward growth and self-improvement?
Someone who says, “Yes, I would because I learned a lot about myself back then and would approach things differently now,” shows maturity and personal growth. On the other hand, someone who simply says “No, I hated it,” without further explanation might lack self-awareness or reflection.
Best practice: Let the candidate talk freely, and look for examples of growth, resilience, and introspection in their story. These traits often signal a well-rounded, emotionally intelligent employee.
What would your eulogy say?
This question isn’t about getting dark—it’s about depth. When you ask a candidate what their eulogy would say, you're exploring what genuinely matters to them. Do they value integrity, kindness, hard work, leadership? It's a unique way to get an honest sense of their core values, personality, and how they want to be remembered both professionally and personally.
Look for responses that reflect:
- Authenticity and self-awareness
- A strong grasp of personal values
- Alignment with your company culture
- Emotional intelligence
Best practice: Pay attention to how much thought they’ve given to their legacy. A reflective, thoughtful answer shows maturity and long-term thinking—great qualities in any candidate. If the answer speaks to values that align with your organization’s mission, that’s even better.
How would you sell hot chocolate in Florida in the summer?
This question is excellent for testing a candidate's creativity, adaptability, and problem-solving skills in a non-traditional sales environment. While the product and setting seem mismatched, how the candidate responds reveals their ability to think outside the box and understand consumer psychology.
Comment:
Look for answers that show the candidate can:
- Identify a target audience or niche market (e.g., tourists, gift buyers, night-time events)
- Adjust the product positioning (e.g., iced hot chocolate, gourmet experience, health benefits)
- Think strategically about when and where to sell (e.g., indoor venues, events, rainy days)
The best responses involve a combination of creativity and strategy. A solid answer might include ideas like marketing hot chocolate as an iced summer drink, bundling it with desserts, or offering it in air-conditioned environments like malls.
Be cautious of generic answers. If they just say "sell it in air conditioning" without further thought, it could show a lack of deeper critical thinking for sales challenges.
As a best practice, follow up with:
- “Can you walk me through the steps you'd take from idea to execution?”
- “How would you measure success in this campaign?”
These types of follow-ups help you see how the candidate turns creative ideas into action.
If I gave you $50,000 to start your own business, what business would you start?
This question helps reveal a candidate’s creativity, problem-solving mindset, and entrepreneurial drive. It’s not about whether they actually want to start a business—it's about how they think, what they value, and where their passions lie.
Comment:
Look for candidates who show thoughtfulness, realistic planning, and some connection between their idea and their current role or skill set. A great response will include:
- A clear business concept
- Understanding of the market or customer need
- Thoughtful use of the $50,000 budget
- Personal motivation or passion behind the idea
It’s a red flag if the answer is vague, unstructured, or completely unrelated to professional skills or logical planning. This is a great way to see how someone thinks when they’re given freedom and resources—much like they might be at your company one day.
If you had a time machine, would you travel to the future or back to the past?
Comment: This is a fun and creative question that helps recruiters understand a candidate’s mindset, personality, and how they think about change or progress. There’s no right or wrong answer—what matters is how they explain their choice.
If a candidate chooses the future, they may be forward-thinking, excited about innovation, and focused on what's to come. If they choose the past, they might be reflective, value history, or focus on learning from experience.
Use this question to uncover:
- How a candidate thinks beyond the role
- Whether they are curious, cautious, or driven by ambition
- Their ability to communicate creativity with clarity
Best practice: Ask follow-up questions like “Why did you choose that?” or “What would you hope to see or learn?” to spark deeper insights into their values and thought process.
What fictional character do you identify with the most and why?
This question dives into a candidate's personality, values, and the way they see themselves. It's a creative and open-ended way to get them talking about their traits, motivations, and outlook on life or work.
Comment:
This is a great ice-breaker that can tell you a lot about a person's self-awareness and cultural fit. Candidates who choose heroic, resilient, or thoughtful characters may align well with leadership or team-centered roles. On the other hand, quirky or unconventional character choices could point to innovation or creativity.
Best practice tip: Don't judge the answer based on the character alone—focus on why they chose that character. The reasoning behind the choice reveals more than the character itself. Look for alignment between their answer and your company’s values or the role's demands.
Describe the purpose of this job to someone from another planet.
This creative question helps assess how well a candidate understands what the role truly involves. If they can describe the job clearly and in simple terms to an alien (who knows nothing about Earth or corporate structures), it shows they have a deep grasp of their responsibilities.
Best practice: Look for candidates who can cut through jargon and explain the job in a relatable, human way. You're checking their ability to communicate complex ideas simply — a strong sign of both clarity of thought and communication skills.
What to look for:
- A straightforward, clear description of the job
- A bit of creativity or humor is okay—it shows confidence
- Evidence that they understand how the role fits into the bigger picture
If they struggle to explain it, they may not truly understand the job themselves.
💡 Remaining 631 questions...
The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.
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Case Studies: How Companies Use Fun Interview Questions in Real Hiring Scenarios
The world of fun interview questions has produced some memorable moments in recruitment history. These real-world examples show how different organizations approach creative questioning - and the mixed results they achieve.
Lehman Brothers made headlines in the 1980s for their legendary behavioral interview techniques, as documented by Michael Lewis in 'Liar's Poker'. The investment banking giant would ask candidates to perform impossible tasks like opening sealed windows on the 43rd floor or endure silent treatment techniques. One President nearly rejected a candidate simply because of a weak handshake, while another was impressed when a candidate declined to eat during a luncheon interview.
Ernst & Young India took a different approach during campus recruitment, focusing on basic computer knowledge questions mixed with behavioral assessments. Meanwhile, L&T found success when candidate Abhay was hired after giving a clever response to an impossible calculation question, showing how the right answer to fun interview questions can make all the difference.
A large retailer shared by user apex204 demonstrates how decisive thinking matters more than perfect answers. During a second interview, they asked about the candidate's death row meal. The quick response of "steak and fries" landed the job - not because of the food choice, but because it showed decisiveness under pressure.
Addison Group's Michael Pearce has found success asking candidates about their favorite board games. This seemingly simple question reveals personality traits and professional strengths that traditional resume screening might miss. Glassdoor's recruitment team, led by Susan Underwood, uses creative questioning to assess cultural fit while warning extroverted candidates about over-sharing.
Industry experts like Susan Ruhl from OI Partners explain that these questions aren't designed to trick candidates but to uncover qualities that can't be determined from resumes. Mark Jaffe from Wyatt & Jaffe emphasizes that while fun interview questions are excellent for getting to know the real person, interviewers need to know what they're looking for to get meaningful results.
Why Video Screening Software Is Revolutionizing Fun Interview Questions
The recruitment landscape is rapidly evolving, and video screening software has become the game-changer for implementing creative interview strategies. Here's why more hiring teams are making the switch:
Consistency Meets Creativity
Video screening platforms allow recruiters to ask the same fun interview questions to every candidate while maintaining standardized evaluation criteria. This eliminates bias and ensures fair assessment across all applicants.
Time-Efficient Assessment
Instead of scheduling multiple in-person interviews to gauge personality fit, recruiters can review video responses at their convenience. This streamlined process helps identify candidates who think well on their feet and demonstrate cultural alignment early in the hiring funnel.
Enhanced Candidate Experience
Modern job seekers appreciate the flexibility of recording their responses when they feel most confident. Video screening removes geographical barriers and reduces interview anxiety, leading to more authentic responses to creative questions.
Better Quality of Hire
Companies using video screening report improved retention rates because they can better assess personality fit and creative thinking skills before making expensive hiring decisions.
Ready to revolutionize your recruitment process? Discover how video screening can help you implement effective fun interview questions while saving time and improving hire quality.