Why Funny Interview Questions Matter More Than You Think
Let's be honest – interviews can be nerve-wracking experiences, whether you're a hiring manager trying to get to know a candidate or a parent wanting to connect with your child. That's where funny interview questions come into play. These seemingly lighthearted questions aren't just about getting a few laughs; they're powerful tools that reveal authentic personalities, break down barriers, and create memorable conversations that go beyond the typical scripted responses.
The Science Behind Engaging Questions
The beauty of funny interview questions lies in their ability to catch people off guard in the best possible way. When New Horizon Academy, which operates over 90 schools across Minnesota, Colorado, Iowa, Idaho, and Kansas, uses engaging questions with children, they discover that most preschoolers and early elementary schoolers can recount every detail of their day – but only when asked the right way. The same principle applies to professional interviews, where 70 million people might give generic answers to boring questions, but open up completely when faced with something unexpected.
Research shows that people hire people, and with only 30-60 minutes to figure out if someone is a good fit, traditional interview approaches often fall short. Funny interview questions create those "aha!" moments that reveal true character. Take the example of one child who, when asked how many kids he wanted to have, replied "At least 30 because I want to drive a bus" – now that's the kind of creative thinking and humor that tells you everything about someone's personality.
Building Authentic Connections Through Humor
What makes funny interview questions so effective is their ability to transform formal interactions into genuine conversations. LinkedIn Talent Solutions, with their 64.2K subscribers, emphasizes that the best interviews feel like conversations rather than interrogations. When one Pre-K teacher started using comprehensive interview questions for open house days, she discovered that children who normally said "I don't know" suddenly became chatty and engaged when presented with the right prompts.
The ripple effect is remarkable – parents like Jolene from It's Jolene blog have been conducting annual birthday interviews with their children since age 3, creating treasured family memories while also teaching kids how to articulate their thoughts. These sessions, lasting about 1 minute 30 seconds, become precious time capsules that families watch together year after year, showing how the right questions can capture authentic moments that would otherwise be lost.
Now that we understand the profound impact of well-crafted questions, let's dive into the treasure trove we've compiled for you. We're about to explore 411 best practice funny interview questions for 2024 that will transform your interview process, whether you're screening candidates, connecting with family members, or simply looking to spark more meaningful conversations in your professional and personal life.
Because you're reading this article, you might be interested in the following article as well: Asynchronous Video Interview: Main Characteristics.
🏆 The list of TOP 411 funny interview questions in 2025
What do you want to be when you grow up?
This is an open-ended question designed to spark a candidate's imagination and help you understand their long-term vision, motivations, and personal aspirations. While it may seem like a light or even playful question, it's actually a powerful way to get a glimpse into what truly drives a person.
Best practice tip: Look for answers that reflect vision, ambition, and alignment with your company’s industry or values. Even if their aspirational role isn’t directly linked to the role they're applying for, their answer can reveal creativity, commitment to growth, or career mindset.
What to listen for:
- Is their answer thoughtful or generic?
- Does it show they’ve thought beyond the current job?
- Are they passionate and motivated by things that relate to your company's mission?
This kind of question can help lighten the mood early in the interview while still offering insight into the candidate’s personality and goals.
What is your favorite place in the world?
This question invites candidates to share a bit about their personality, culture, and what makes them feel inspired or relaxed. It's a great way to understand what environment the person feels most connected to—whether it's calm, fast-paced, natural, or urban.
Best practice: Look for answers that reveal enthusiasm and self-awareness. Sometimes, a candidate’s favorite place can offer insight into how they recharge, what drives them, or the kind of work culture they thrive in.
Example good signs in responses:
- Mentioning nature or travel could show openness and curiosity.
- Talking about family-related places might highlight strong values or emotional intelligence.
This type of personal question can also help break the ice and create a more conversational interview.
What makes you happy?
Asking a candidate "What makes you happy?" may seem simple, but it helps uncover what truly motivates them. It gives insight into their values, interests, and emotional intelligence. Look for answers that reflect a balance between personal and professional sources of happiness.
Best practice: Pay attention to answers that align with your company culture. If collaboration or creativity drives them and your team thrives on those values, it’s a great match.
Avoid answers that are too vague or forced. Instead, look for genuine responses like:
- “Solving a challenging problem.”
- “Working in a team where everyone supports each other.”
- “Seeing how my work makes an impact.”
Tip: Candidates who know what makes them happy can usually thrive in the right environment.
If you opened a store, what would you sell?
This creative question helps candidates show their ability to think outside the box. It reveals personal interests, entrepreneurial mindset, and problem-solving style. Even though it sounds casual, it can spark insights about how someone identifies needs and markets ideas.
What to look for:
- Original ideas that show creativity
- Practical thinking around real-world needs
- Alignment with business values or product knowledge
Best practice: Listen for passion, clarity of thought, and how well they can explain the "why" behind their choice. Even if it's simple, a thoughtful answer can show great potential.
If you could be any animal, what kind would you be?
This question may seem playful, but it’s a great way to get insight into a candidate’s personality, values, and how they see themselves. It helps you understand traits they admire—like strength, intelligence, agility, or calmness.
For example:
- A lion might suggest leadership or courage.
- A dolphin might reflect intelligence and social ability.
- A turtle may show patience and a thoughtful approach.
Best practice: Don’t overanalyze the animal itself. Instead, ask a follow-up question like “Why did you choose that animal?” Their explanation tells you much more about how they think, relate to teams, and how self-aware they are.
Use this as a light, open-ended icebreaker, especially when evaluating cultural fit or soft skills. It works well in early interview stages to set a relaxed tone while still gathering valuable insights.
What would you do if you made the rules at home?
This question gives children a chance to express their thoughts about household dynamics and rules.
Asking this helps interviewers understand how the child thinks about structure, fairness, and responsibility. Look for responses that show imagination but also hint at empathy and understanding of limits. For example, a child who says they’d have ice cream for every meal might just be having fun, while one who includes rules about sharing or helping with chores may show insight into cooperation and responsibility at home.
Best practice tip: Follow up with a "why" to explore their reasoning. This can reveal maturity level and how they view authority or teamwork.
What is the ickiest thing you've ever eaten?
This fun question encourages children to share experiences and express their food preferences. It's a light-hearted way to understand how a child thinks, reacts to new situations, and expresses discomfort or humor.
for more fun questions check out our other blog post about funny interview questions: Fun Interview Questions
For roles that involve communication with children or assessing emotional intelligence (like educational or childcare settings), it's useful for seeing how they convey stories and manage unusual or gross experiences.
Best Practice: Look for responses that show creativity, descriptive language, and a willingness to try new things. A child who responds with laughter or detail might be more open and expressive—qualities you might want in kid-facing roles or research panels.
If you could have any superpower, what would you have?
This imaginative question opens the door to creativity and personality. It’s not about the “right” answer but rather how a candidate responds. Do they choose a power that helps others, like healing or flying to rescue? Or do they focus on invisibility or mind-reading, perhaps showing curiosity or a desire for privacy?
What to look for:
- Critical thinking: Do they justify their choice with a strong reason?
- Values: Some responses highlight empathy, problem-solving, or leadership qualities.
- Communication skills: How effectively they explain their choice tells you about their clarity and engagement.
Best practice: Use this as an icebreaker early in the interview. It helps ease nerves while showing how a candidate expresses abstract thinking in a relaxed setting.
What is your favorite thing to do?
This question helps children express their interests and preferred activities. It's a simple and effective way to understand what excites them, where their passion lies, and how they spend their free time. While it may seem light, this can give clues about a candidate’s personality and energy—especially when hiring for roles that involve working with youth or creativity.
Best practice: Look for answers that show enthusiasm and purpose. For example, a child saying, “I love building things with Legos because I like figuring out how pieces fit together,” reveals interest in problem-solving and creativity.
Also, note how they describe why they enjoy the activity. Are they focused on learning, fun, helping others, or being active? Each type of response tells a different story about their character and strengths.
This question works best in a relaxed setting where the child feels comfortable opening up. Keep it open-ended and follow up with a gentle “Tell me more about that.”
What is your favorite food?
This simple question is a great way to break the ice and helps assess communication skills in a relaxed setting. While it may seem casual, it can reveal how comfortable a candidate is during a conversation, especially in customer-facing or team-centric roles.
Best practice tip: Look for candidates who respond with enthusiasm and can explain why they like their choice. The ability to describe personal preferences clearly can indicate confidence and engagement in a discussion. It’s also a great way to observe if the candidate stays composed in informal or less structured situations.
Not every screening question has to be technical—light questions like this help create a balanced interview and open up natural dialogue.
How would you describe a perfect day for yourself?
This question encourages children to think about their ideal experiences and what makes them happy. It's a great way to learn more about their personality, interests, and how they view joy and satisfaction.
When screening candidates—especially for roles that involve working with children, such as in education, childcare, or counseling—this question offers insight into how well a candidate might relate to younger individuals on an emotional level.
What to look for in a candidate's response:
- Creativity and empathy – Do they show genuine interest in what makes kids smile?
- Understanding of child perspectives – Are their answers age-appropriate and relatable?
- Emotional intelligence – Do they consider emotional needs like fun, comfort, and connection?
Best practice: If a candidate explains how they would guide a child in answering this question, it shows their ability to engage and communicate effectively with younger audiences.
What do you think you are good at?
This question gives candidates a chance to highlight their strengths in a confident and meaningful way. It's not just about what they say they're good at—it’s about how well they can explain it and connect it to the job role.
Best practice: Listen for clear, specific examples rather than general strengths. Generic responses like “I’m good with people” may need a follow-up: “Can you give me an example of how that has helped you in your past role?”
Use this question to evaluate:
- Self-awareness
- How well they match the role
- Communication skills
What to look for:
- Are their strengths relevant to your job opening?
- Do they demonstrate how these strengths led to past success?
- Do they seem self-reflective and confident, not just rehearsed?
Asking “What do you think you are good at?” helps break the ice, while letting you assess both job fit and personal motivation.
If you had to live with a cartoon character, who would you pick?
This playful question gives candidates a chance to show their personality and creativity in a low-pressure way. While it might seem like just a fun question, listen closely to how they respond.
Are they thoughtful in their choice? Do they explain why that character appeals to them — maybe because they’re caring, fun, or adventurous? That kind of answer can give you insight into what qualities matter most to them in others.
Best practice: Look for candidates who can connect their answer to values or soft skills. You’re not evaluating cartoon knowledge here — you’re seeing how they think, express creativity, and relate to others.
How would you describe your family?
Asking a candidate this simple, open-ended question can reveal more than just their personal background. It allows them to show how they communicate, what values they hold, and how they relate to people close to them. You get insight into their emotional intelligence and interpersonal skills—which can also show up in the workplace.
Best practice tip: Listen for more than just the facts. Are they reflective? Are they positive even when acknowledging challenges? These signs can point to emotional maturity and self-awareness.
Look for:
- Strong communication of feelings and values
- Ability to speak honestly and respectfully
- Clues about empathy and social awareness
This question works especially well during cultural fit interviews or when evaluating someone for roles requiring teamwork or client relationships. Keep it conversational and observe how naturally they express themselves.
What is something you'd like to learn how to do?
This question helps hiring managers understand a candidate’s motivation for self-improvement, their growth mindset, and how proactive they are in developing new skills. When candidates talk about wanting to learn something new, they show curiosity and a willingness to adapt — qualities that are valuable in any work environment.
Best practice: Look for answers that relate to either personal development or job-relevant skills. For example, a candidate in marketing who wants to learn data analytics is aligning their growth with their role.
Try to identify:
- Specific skills they want to learn
- Why they want to learn them
- Any current steps they’re already taking
If a candidate gives a vague response or says “nothing,” it could signal a lack of ambition or curiosity. Ideally, you want someone who’s excited to grow in some way — even if it’s small.
What would you do with $1,000?
This question reveals how a candidate thinks about money, priorities, and values. It’s especially helpful for roles that require budgeting, financial decision-making, or resource management.
A strong response will show thoughtful planning and alignment with personal or professional goals. Look for balanced answers—perhaps a mix of saving, investing, or spending on meaningful items like education, tools for work, or charitable causes.
What to look for in a good answer:
- Practical decision-making ability
- Financial awareness, even at a basic level
- Candidate’s values and how they align with your company culture
Red flag responses:
- Impulse spending without thought
- No clear plan or purpose
Best practice: Use this question to get a glimpse into how people handle responsibility and if their mindset matches the role or company ethos.
Which holiday do you like the most and why?
Asking a candidate this question might seem simple, but it reveals more than just their favorite celebration. It helps you learn about their personality, personal values, and how they connect with traditions and culture. Their reasoning can show emotional intelligence, communication skills, and even creativity.
Best practice approach: Look for thoughtful, clear responses that give a small window into their thinking. If they tie personal experiences or family traditions to their favorite holiday, that's a good indicator of self-awareness and strong communication.
- Do they explain why the holiday matters?
- Are they able to share a personal story or memory?
- Is their answer reflective and organized?
Avoid judging the answer itself—focus on how it's delivered. Candidates who can explain their preferences clearly often bring that same clarity into the workplace.
What is something that makes you laugh?
Asking candidates, especially for roles involving creativity, education, or teamwork, what makes them laugh is a great way to assess their personality and sense of humor. While it might seem like a lighthearted question, it's very effective in showing how someone relates to others and what type of environment they thrive in.
Best practice tip: Look for answers that show a healthy balance of joy and emotional intelligence. Candidates who can laugh at themselves, appreciate everyday situations, or share stories that bring people together often promote a positive workplace culture.
If you're screening someone for a role involving children, students, or creative teams, their response tells you how likely they are to connect with others on a genuine level. Employers want team members who bring not just skills but energy and positivity.
Example responses to watch for:
- Humor in everyday life
- Relatable or light-hearted anecdotes
- Positive, inclusive types of humor
Avoid candidates who mention humor that could be inappropriate or exclusive, as it may hint at poor judgment in a workplace setting.
Why is the sky blue?
This question helps gauge a candidate's ability to explain complex topics in a simple way. It's particularly useful for roles that require strong communication, teaching skills, or the ability to break down scientific or technical concepts for a general audience.
Hiring managers can use this as a soft skills test. A good answer might involve discussing how light scatters in the atmosphere, referencing Rayleigh scattering in a way that's easy to understand. Look for candidates who are confident, clear, and can tailor their explanation based on who's listening.
Best practice: Use this question during interviews for educational, customer-facing, or technical communication roles. It’s also a unique icebreaker that reveals a candidate's problem-solving and storytelling style.
What made you smile today?
Asking "What made you smile today?" is a great way to check a candidate’s ability to reflect positively and show emotional awareness. While it may seem casual or even unrelated at first, this question often reveals a person’s values, mindset, and daily motivation.
Why it matters:
- Highlights optimism and emotional intelligence
- Shows if the candidate appreciates small wins or moments
- Reflects their personality and what brings them joy
Best practice: Look for responses that show self-awareness and positivity. People who recognize and value small joys often bring a balanced and healthy perspective to teams. It’s also a soft way to ease into deeper interview questions—ideal as an early icebreaker.
Whether it's a friendly chat with a co-worker or completing a task they're proud of, this type of answer can subtly indicate culture fit.
What are your favorite memories from the summer?
This kind of question is not appropriate in a professional candidate screening context—it’s more suitable for casual or social conversations, especially with children. When screening candidates for a job, it's important to focus on job-relevant questions that help assess skills, experience, and cultural fit.
Best practice: Replace this with a question that uncovers how a candidate spends their time outside of work only if it's relevant to the company culture or role—for example:
- “Can you tell us about a personal project or hobby you pursued recently?”
- “How do you recharge outside of work during the summer months?”
These types of questions stay professional while still offering insight into the candidate’s personality and work-life balance. Always keep interview questions job-focused to ensure a fair and effective hiring process.
What are you looking forward to this year?
This may seem like a light, personal question, but it can actually tell you a lot about a candidate's mindset and motivation. Asking “What are you looking forward to this year?” invites candidates to share their goals, excitement, and long-term thinking.
Use this question to evaluate:
- Ambition and motivation
- Professional and personal growth outlook
- Alignment with company goals or culture
Best practice: Look for responses that balance personal passion with professional growth. For example, a candidate saying, "I'm excited to take on more leadership responsibilities at work and get certified in project management," shows both initiative and a learning mindset.
If a candidate doesn't mention anything related to professional development, it could be worth exploring their career goals further. It doesn't need to be a technical answer—but ideally, it should show enthusiasm and a forward-thinking attitude.
Do you have any goals (academic, sports, personal)?
This is a great question to ask younger candidates, interns, or students who are at the beginning of their career journey. You’re not looking for a polished career plan, but rather insight into their motivation, interests, and level of ambition.
What to listen for:
- A clear sense of direction or passion
- Willingness to grow or improve
- Personal accountability for their goals
For example, if a student says, “I want to become a computer programmer and I’ve started taking online courses,” that shows initiative and focus. A mention of sports goals can also reveal teamwork skills, discipline, and drive—all valuable qualities in any role.
Best practice tip: Encourage follow-up by asking what steps they’re taking toward their goals. This helps you gauge their planning ability and commitment, even at a young age.
Who are your best friends?
This question is not appropriate for a job interview or professional candidate screening. It may be suitable for children, but not for assessing a candidate’s qualifications or fit for a role.
Instead, focus on behavioral or situational questions that reflect how a candidate works with others. If your intention is to understand a candidate’s teamwork or interpersonal skills, consider asking:
- “Can you tell me about a time when you worked closely with a team?”
- “How do you build positive relationships with coworkers?”
These alternatives keep the conversation professional, relevant, and aligned with best practices in candidate screening.
What do you like most about your friends?
This question offers a simple yet effective way to understand a candidate’s values, personality, and interpersonal traits—especially when interviewing for roles that involve working with children or require strong emotional intelligence. While it may sound like a question you'd ask a child, it can provide genuine insights into someone’s character when used in the right context.
Why it works:
- Reveals core values such as loyalty, honesty, kindness, or humor
- Shows what the candidate appreciates in relationships—helping assess culture fit
- Encourages a more relaxed and human response, promoting candid answers
Best practice: Use this question in early-stage interviews or casual screening calls. It's especially useful for roles that rely on soft skills like teaching, caregiving, or customer service.
Follow-up tip: Ask the candidate how these qualities in their friends relate to the type of team they enjoy working with or want to be part of. This helps bridge the personal with the professional.
What's your favorite subject in school?
Asking "What's your favorite subject in school?" is a great way to gently start a conversation with younger candidates or interns, especially in early talent programs. It's a simple question that helps break the ice and allows you to learn more about their interests and natural inclinations.
This is not about the subject itself, but about what it reveals:
- Does the candidate enjoy problem-solving (math or science)?
- Are they more into creativity and storytelling (literature or art)?
- Do they enjoy structured thinking (history or economics)?
Understanding what excites a candidate at a young age can give you a glimpse into their future potential, personality, and suitability for different roles.
Best practice tip: Don’t accept just the subject name—ask a follow-up question like “Why do you like that subject?” This opens up space for the candidate to explain their values, strengths, or interests. Keep the tone light and open.
What's your least favorite?
This isn't a question you'd want to ask in a candidate interview—it's too vague and feels out of place in a professional setting. It's more like something you'd ask a child, not a job applicant. It doesn’t give any real insight into someone's skills, experience, or character in the workplace.
Instead, try reframing it to something more useful in a screening context. For example:
- What type of work environment do you find most challenging?
- What kind of tasks do you feel least confident in, and how do you handle them?
- What's an aspect of your previous role you didn’t enjoy, and why?
These alternatives are much more targeted. They help you learn about the candidate’s adaptability, honesty, and how they deal with challenges—exactly the kind of information that leads to better hiring decisions.
Best practice: Always aim for questions that relate back to the role or company culture. Keep it professional but open-ended to spark a real conversation.
What do you think you're great at?
This is a great open-ended question to gauge a candidate’s self-awareness and confidence. It helps you understand what they believe their strengths are — and if those match the skills needed for the job.
What to listen for:
- Clear alignment between what they think they're good at and the role’s responsibilities.
- Specific examples that back up their claims.
- A sense of genuine self-reflection, not just buzzwords.
Best practice tip: Look for candidates who can explain why they think they’re great at something, and how it has helped them deliver real results in the past. Avoid vague answers like “I’m great with people” without a clear example.
What do you want to work on this year?
This is a great open-ended question to ask during candidate screenings. It helps you understand what drives the person, their goals, and how proactive they are in their own professional development.
What to look for in a strong answer:
- Clear, specific goals that align with your team or company’s objectives
- A growth mindset; candidates who talk about learning or improving a skill
- Enthusiasm and ownership of their career path
Best practice: Compare their goals with the role's key responsibilities. If they want to grow in areas the role actively supports, they’re likely to stay motivated and engaged.
Red flags:
- Vague or generic responses like “I just want to do well” without context
- Goals that are totally unrelated to the job or company direction
Use this question to spark deeper conversation. It shows how well a candidate thinks ahead and if they’re the right fit for the long-term vision.
What do you wish you could do that your parents won't allow?
This question may seem lighthearted, but it can reveal more than it appears at first glance. It gives insight into a child's thought process, their level of independence, and how they view rules and boundaries.
For roles involving education, youth programs, or childcare, understanding a child's desires and frustrations can help assess emotional maturity or adaptability. For example, if a young candidate wishes to stay up late or get a pet, it reflects common childhood development stages. But wishing for something unsafe or highly unrealistic might suggest areas that need more guidance or understanding.
When interviewing candidates for roles involving child interaction or educational environments, using this question as an exercise can also help adult candidates connect with younger age groups and demonstrate empathy.
Best practice: Use this question in mock scenarios or training applications to see how candidates would respond to or engage with young personalities.
💡 Remaining 381 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.
Download E-Book here 👉
Real-World Applications of Funny Interview Questions
Several organizations have discovered the power of using funny interview questions to create meaningful conversations and reveal authentic personalities. These case studies demonstrate how creative questioning approaches can transform the interview experience.
New Horizon Academy, a nationally recognized early learning provider operating across over 90 schools in multiple states, has embraced conversation-starting questions as part of their approach. The organization understands that the right questions can unlock genuine responses and create comfortable environments where people feel free to express themselves authentically.
Pamela Li, M.S., a best-selling author and founder of Parenting for Brain, emphasizes the importance of asking specific questions first before moving to broader ones. Li explains that "Details about their day are usually good starting questions, while a broad question like, What did you learn today? is not." This principle applies equally to candidate interviews - funny interview questions work best when they're specific and engaging rather than vague or intimidating.
Teachers like Susanilten have developed comprehensive lists of interview questions that spark genuine conversations. The approach has yielded memorable responses that reveal personality traits and thinking patterns. For example, when asked about future plans, one child replied "At least 30, because I want to drive a bus" - showcasing both humor and practical thinking that would be valuable in any workplace setting.
LinkedIn Talent Solutions has also recognized the value of creative interview approaches, creating content to inspire creativity and confidence in interview processes. They encourage organizations to rethink traditional methods and embrace more engaging questioning techniques that reveal candidate potential beyond standard qualifications.
Why Video Screening Software is Revolutionizing Recruitment
The recruitment landscape is rapidly evolving, and video screening software has become an essential tool for modern hiring teams. This technology allows recruiters to incorporate funny interview questions and creative assessment methods while maintaining efficiency and consistency across the candidate evaluation process.
Video screening platforms enable recruiters to:
- Capture authentic reactions to unexpected or humorous questions
- Review responses multiple times to better assess personality fit
- Share candidate videos with team members for collaborative decision-making
- Standardize the interview experience while maintaining personal connection
As remote work becomes more prevalent, companies need tools that help them assess cultural fit and personality traits beyond technical skills. Video screening software provides the perfect platform for implementing funny interview questions that reveal how candidates think, react, and communicate under pressure.
The recruitment community is embracing this technology because it bridges the gap between efficiency and human connection. Instead of lengthy phone screens or rushed in-person meetings, video screening allows for thoughtful, engaging conversations that benefit both recruiters and candidates.
Ready to transform your candidate screening process? Discover how our video screening platform can help you implement creative interview techniques that reveal the best candidates for your team.