Does it seem like your interviews are becoming more and more predictable? 

Are you tired of the rote replies and STAR answers that tell you what the candidates think you want to hear rather than the truth?

The problem could be the questions you’re asking, not the interviewees themselves.

The right questions often require out-of-the-box answers that provide deeper insight into the person you’re interviewing. Asking unique interview questions and paying attention to the responses gives you a greater chance of telling if someone is a good or bad fit for the role or your company.

While the goal is never to make the other person uncomfortable, asking less common questions forces them to think on their feet and shows their independent-thinking ability.

Consider adding some of these 16 unique questions to your list when hiring your next tech employee.

Icebreakers

Setting the atmosphere before you dive into the important stuff can allow candidates to relax and be themselves. Ultimately, candid talk reveals their true personalities and unveils things that strategic questioning might keep hidden.

1. Do you have any pets? If not, are there any you’d love to have if you could?

Ask someone about their favourite animal, and you’re almost sure to see a change in their persona, especially when it’s their pet. Most people relax when discussing their furry, feathery, or scaly family members.

How does this help you hire a top tech candidate?

Research shows that people can observe some personality traits by noting their feelings about animals. For instance, those with high animal solidarity tend to empathize more with humans and are open to new experiences. The study connects those with a passion for animal rights with those who also feel strongly against prejudice, particularly symbolic racism. Low animal solidarity frequently equates to viewing humans as superior over everything else, with less empathy. 

While it’s not a definitive deciding factor, the answer to this question could help determine if the candidate has the soft skills needed to help them in the position.

2. If you were stranded on a deserted island, what would your three must-have items be (besides water, food, and shelter)?

This classic question has been asked for decades, so it isn’t so uncommon as to completely throw the candidate off. However, it is more unusual in an interview setting. The answers show what the person values, how creatively they can think, and their communication skills.

What to watch for: there are no right or wrong answers here, but if you’re impressed by the interviewee’s thinking — and creativity is essential in your position — it can make your hiring decision easier!

3. If you could visit any place in the world, where would it be, and what would you do?

This question is an excellent way to sneak in a discussion about diversity. If inclusion is crucial in your workplace, and your candidate rarely travels or has no interest in seeing other cultures, that could be a red flag that lets you catch this early in the interview process.

Some studies show that having “travel anxiety” (i.e., preferring to stay in one’s own backyard) can reflect one’s personality.

Common reasons for this concern with travel include:

• Lack of confidence in their abilities to navigate new journeys
• Stress when in contact with crowds
• Worries about health in a post-COVID world
  
  

If your position requires interaction with groups or travelling, the answer to this question is fundamental in the hiring process.

4. If you could have one superpower, what would it be?

This fun question gets anyone’s creative juices flowing.

With today’s heated debates on Marvel vs. DC, the discussion could be endless if you’re a superhero fan. Focus on listening to the candidate’s response and what it says about their personality, work ethic, and potential culture fit in your workplace.

Digging below the surface of their chosen superpower, you can use your EQ skills to unearth their kryptonite. For instance, someone who wishes to fly might want to travel more or help others.

Tech-Centered Questions

Success in the tech industry hinges on innovation. You want your ideal candidate to know their stuff, but they also need to be able to apply it in unexpected ways. These questions take the dry and necessary “So what skills do you have?” type of information and share it in potentially interesting ways.

5. How do you encourage and support your continuous learning and skill development in a diverse environment?

This question subtly shows you the candidate’s current skill level when they choose their continuing education foundational path.  

Look for someone with the knowledge you need (Not every tech position is advanced, and some employers prefer early trainable hires.) and the self-motivation to continue to try to grow independently.

Watch out for candidates who expect to do the bare minimum. Tech changes fast, and if they wait for the company’s biannual conventions (as an example), they’ll fall behind quickly. 

6. You’re dropped in the middle of the networking section of a tech conference like Obsidi®’s BFUTR Summit. Surrounded by these professionals, how would you acclimate? What questions would you ask?

The BFUTR Summit is a big deal in the tech industry, but not everyone will know what it is, so you may need to give a surface explanation. You’re looking for inclusive-friendly applicants with impressive questioning skills.

Be on guard for anyone who would feel uncomfortable in a diverse-dominant atmosphere or those with beginner-level questions if your position requires middle or advanced career knowledge.

7. What language would you learn if you could that would make your tech work easier?

Technically, any response is correct. This question aims to get an idea of the candidate’s internal thoughts on tech during the job interview.

This is a quick and easy way for the hiring manager to monitor responses that indicate the person’s values or work ethics that might not align with your company’s.

8. If you received a $5 million tech grant to solve any global cybersecurity problem, what issue would you address and how?

This great question incorporates their knowledge of cybersecurity with their values. Watch for vague answers that show an unawareness of global cybersecurity issues, such as the boom of fintech and its challenges.

Learn more: Advancing Black Talent in Fintech & Beyond.

Creative Thinking Questions

Many jobs, particularly in tech, require you to be fast on your feet or engage in outside-of-the-box thinking. What would your ideal candidate do in challenging situations? Find out with these four creative interview questions designed to make them think.

9. How many windows are in NYC?

While solvable by someone in a government office, this number isn’t likely to be something your candidate knows. The idea is for them to walk you through how they’d solve it.

Someone giving up easily or making a half effort is a red flag that problems without easy solutions may overwhelm them. Your ideal candidate’s response may demonstrate their self-awareness and ability to utilize the resources at their disposal creatively.

10. If you could be any animal, what would it be and why?

Similar to an icebreaker but with a narrower focus, this creative thinking question tells you what the candidate values as important.

The candidate’s answers could show up in:

• Their work style
• How they communicate with team members
• Their adaptability
  
  

For instance, if they see themselves as a lone wolf, isolated and independent, they may not thrive in a teamwork-centered environment.

Although there’s no right or wrong answer, there could be specific responses that help you determine the fit potential. 

11. What would you do if you had $10,000 and needed to double it within 24 hours?

This question is designed to show you how the candidate thinks. Are they black and white or shades of gray with ethics? Doubling money in 24 hours isn’t easy. How creative can your person be to get the job done?

Although this answer can be fun, watch out for responses that don’t align with your company’s values.

12. How would you run a store that sells ice cream to someone in Alaska? 

Switching out some of the more common interview questions for this creative thinking gem provides insight into the candidate’s out-of-the-box mindset. 

Since ice cream is generally a warm climate choice, many shops in cold regions close down for the winter. Alaska is always cold, so selling enough of this sweet treat to be successful could be tricky.

Creativity in the responses can show that your candidate has the skills you’re looking for to fill the position, such as:

• Entrepreneurial thinking
• Creative spirit
• Marketing know-how
  
  

Work Atmosphere Questions

Your candidate is creative, but will their vibe match your tribe?

Digging into these four questions that reflect your company culture will help you learn this before you make an offer.

13. What was one of the most challenging goals you’ve set for yourself? How did you accomplish it?

Taking a parallel look at personal challenges can give you an idea of how they’ll perform professionally. Do they shy away from hard things or tackle them head-on?

The tech industry requires fast thinking, working under pressure, and tight timelines. It may not be a good fit for older people who have yet to have big career goals or challenges. If the position or the overall culture in your company is high-pressure, consider asking follow-up questions to help you recognize if the candidate is likely to become overwhelmed. 

On the other hand, remember that younger candidates will likely view a challenge as something you may consider small at the early stages of their lives. But if they’re digging themselves out of their comfort zone early, it’s a good sign they’ll keep growing.

14. What kind of work environment do you picture you’d be able to contribute to the most?

This will describe their ideal workplace, which is an easy way to determine if it fits your company’s culture.

Consider the non-negotiables of your work environment and the job description, such as teamwork and diversity. Use those factors to question the job candidates further and determine their stance on them if their first response didn’t cover it.

Watch for signs that what the candidate believes is their ideal fit and your actual company culture are incompatible.

15. Think about what you consider your best attributes. What three traits would you bring to our company, and how do they apply to tech?

This serves a dual purpose of making the candidate think about their positives, something that’s often hard for all of us. They then must narrow those traits down to the best ones they can share with the company.

Your job seekers will likely range between those who struggle to come up with positive attributes and those who find them easy to boast about. Look for an in-between confidence, and focus on the responses that show the person’s values and whether they align with your company’s.

16. What was a time in your life when you’ve had a serious limitation hindering a goal? What did you do to get past it? How would you have changed your actions if you knew then what you know now?

This question shows you what they see as a “serious limitation” and how hard they’re willing to work to conquer a goal. This limitation may be in their personal life, relationships, or last job. 

No matter the limitation, the response will tell you if they are quick to give up or think small problems are large issues. These red flags could mean they won’t be willing to work with your team to overcome challenges.

Conclusion

Deciding on the perfect match from a pool of highly qualified tech candidates can be challenging. On paper (or a digital resume), their work experiences and skills make them all look like they’d be a good fit!

So, how can you choose who your new hire will be?

Using these 16 best interview questions rather than the typical behavioural interview questions gives you insight into the job applicants you might not see otherwise. 

Learn more about their ideas on professional development, problem-solving skills, and work-life balance thoughts before you spend the time and money onboarding the wrong person, and let these questions guide you to the best candidates with the skill set you are looking for!

When you’re ready to start hiring, sign up for Obsidi® Recruit to find the best Black tech candidates!