unique critical thinking interview questions

Critical Thinking Interview Questions: 15 Interview Questions to Identify Top Candidates

Critical thinking goes beyond technical expertise and is essential in a wide range of professions. It’s a skill that enables employees to analyze information, solve problems, and make informed decisions. You can gauge critical thinking using assessment tests, practical problem solving, or through crafting interview questions highlighting critical thinking abilities.

In this blog, we’ll be going through questions you can ask your candidates to figure out if they have the critical thinking skills you require for your open position. But first, let’s talk about why critical thinking skills are so important.  

Why Are Critical Thinking Skills Necessary?

Critical thinkers are especially necessary positions that require problem solving skills, juggling various priorities, and analyzing data. Although many jobs and industries require a certain level of critical thinking ability, these skills are essential for some job roles and industries, including:

• K-12 : The best teachers are creative problem solvers. Between classroom management and learning fatigue, critical thinking skills help teachers find the best way to connect with their students.
• Leadership Positions : Effective leaders must make strategic decisions, often in ambiguous situations. Critical thinking is crucial in leadership roles.
• Creative Fields : In industries such as design, advertising, and content creation, the ability to think critically allows individuals to come up with innovative and unique solutions and ways to attract prospective customers.
• Healthcare : Medical professionals must critically assess patient conditions, interpret test results, and make decisions that can have a significant impact on a patient’s well-being.
• Technology : IT professionals, software developers, and data analysts rely on critical thinking to troubleshoot, create algorithms, and analyze data.

Now, let’s dive into a list of interview questions that can help you evaluate a candidate’s critical thinking abilities.  

Interview Questions to Assess Critical Thinking:

Note: Feel free to mix and match these questions based on the specific role and the level of critical thinking required. Also–to expand on questions like these, you can use tools like AI Question Assist . interviewstream’s Ethical AI tool helps you come up with position and industry-based questions using community knowledge from a large language

• Tell me about a situation where you faced a complex problem at work? How did you approach it, and what was the outcome?
• How do you typically approach a new project or task? What steps do you take to understand the problem and develop a plan?
• Give an example of a situation where you had to think on your feet and adapt to unexpected challenges.
• Describe a project where you had to evaluate multiple options before making a decision. How did you assess the pros and cons?
• Provide an instance where you identified a problem in your current or previous role that others might have overlooked? What did you do about it?
• What methods do you use to gather and evaluate information when solving complex issues?
• Tell me about a situation where you had to analyze data to make a decision. What tools or methodologies did you use?
• Describe a project where you had to anticipate potential obstacles and develop contingency plans. How did your proactive thinking benefit the project?
• Provide an example of a time when you identified a solution that significantly improved a process or operation at your company?
• Describe a situation where you had to explain a complex concept or solution to someone who had little to no knowledge of the subject. How did you ensure effective communication?
• How do you prioritize tasks and allocate your time when dealing with multiple projects or assignments?
• Explain your process for identifying the root cause of a problem. Can you provide an example from your experience?
• Describe a project where you had to innovate and think outside the box to overcome a challenge or reach a goal?
• Tell me about a time when you had to analyze financial data or budgets to make recommendations or decisions for your department or company.
• How do you approach a project that requires you to think long-term and consider the potential future implications of your decisions?

How to Use Critical Thinking Interview Questions in your Interviewing Process

The ability to think critically and solve complex problems is relevant across a wide range of job roles and industries. You can use the questions above to assess the critical thinking abilities of your candidates. And you can assess those skills even better if you ask these questions in an in-person or video interview .

Especially if you are using these questions in screening interviews , video screening is an effective way to see the candidate process critical thinking questions in real time. For more information on interview questions, we wrote an article on the best interview questions to ask for team players , or you can fill out this form to chat with us today about how interviewstream can help you ask the right questions, every time.

About The Author

Caroline Chessia is the Marketing Operations Specialist at interviewstream. She loves color-coordinated graphs, hiking in the mountains, and every dog she meets—especially the Golden Retrievers.

interviewstream is dedicated to the success of more than 900 clients from K-12 school districts, emerging businesses, midsize companies, large enterprises, colleges, and universities.

• Building Interview Process
• On Demand Interviews
• Interview Scheduling
• Hiring Event Interview Scheduling
• Live Video Interviews
• Interview Insights
• Continuity Plan
• Terms of Service
• Privacy Policy
• Cookie Policy
• Single Sign-On

877-773-3164 (USA Only) [email protected] Support

Top 20 Critical Thinking Skills Interview Questions & Answers

Master your responses to Critical Thinking Skills related interview questions with our example questions and answers. Boost your chances of landing the job by learning how to effectively communicate your Critical Thinking Skills capabilities.

Critical thinking is the cornerstone of effective decision-making and problem-solving, skills that are highly valued across all professions and industries. As employers increasingly seek candidates who can analyze situations thoroughly, generate innovative solutions, and make reasoned decisions, demonstrating your critical thinking prowess has never been more important.

This article delves into the essence of critical thinking skills: what they are, why they matter, and how to showcase them in various scenarios. We’ll guide you through a series of thought-provoking interview questions specifically designed to assess critical thinking, along with strategies for crafting responses that highlight your analytical acumen and capacity for thoughtful judgment. Whether you’re preparing for an upcoming job interview or looking to refine your cognitive toolkit, these insights will help you articulate your critical thinking abilities with clarity and confidence.

Common Critical Thinking Skills Interview Questions

1. how would you differentiate between a strong argument and a weak one in a team meeting.

Discerning between strong and weak arguments showcases an individual’s critical thinking skills and their capacity to engage constructively in team discussions. A candidate who demonstrates this ability can effectively sift through information, identify logical fallacies, and contribute to a culture of reasoned discourse, ultimately driving the team towards sound strategies and solutions.

When responding to this question, focus on illustrating your approach to analyzing the components of an argument: the validity of its premises, the soundness of its reasoning, and the strength of its supporting evidence. Discuss your method for weighing different viewpoints and the criteria you use to judge the argument’s merits. Share an example of a time when you successfully identified a weak argument, how you addressed it, and the outcome of that intervention. This will show that you not only understand the theory behind argument assessment but also apply it effectively in practice.

Example: “ Differentiating between a strong and a weak argument is a critical component of effective decision-making. A strong argument is characterized by its logical consistency, the validity of its premises, and the robustness of its supporting evidence. It should be free of logical fallacies and demonstrate a clear line of reasoning that connects the evidence to the conclusion. In contrast, a weak argument often relies on assumptions that are not substantiated, exhibits logical fallacies, or uses anecdotal evidence that does not adequately support the broader claim.

In practice, I assess the strength of an argument by first identifying its core premises and evaluating their truthfulness and relevance to the issue at hand. I then examine the logical structure to ensure that the conclusion necessarily follows from the premises. If the argument includes data or research, I consider the credibility of the sources and the methodology used to gather the evidence. For example, I once identified a weak argument in a team meeting where the conclusion was drawn from a non-representative sample of data. By highlighting this flaw and suggesting a more comprehensive analysis, we were able to revisit the issue and develop a more informed and effective strategy, ultimately leading to a successful project outcome.”

2. Describe a situation where your initial hypothesis was incorrect; how did you adapt?

When it comes to critical thinking, flexibility and adaptability are key, not just the ability to make good initial judgments. This question delves into the candidate’s ability to acknowledge errors, learn from them, and apply new information to achieve a better outcome, which is a vital skill in any dynamic work environment where conditions and data can change rapidly.

When responding, it’s crucial to outline a specific instance that showcases your ability to pivot effectively. Begin by briefly explaining the situation and your initial hypothesis. Then, focus on the process of how you identified the error in your thinking and the steps you took to adjust your approach. Emphasize your openness to feedback and new information, the analytical methods you used to re-evaluate the situation, and the ultimate resolution or improved results that came from your adaptability. This response should convey self-awareness, a commitment to continuous improvement, and a level of humility that’s necessary for growth.

Example: “ In a project aimed at optimizing operational efficiency, my initial hypothesis was that the bottleneck was due to outdated technology. Upon analyzing the data, I expected to find that newer systems would significantly enhance performance. However, after a deep dive into the workflow analytics, I discovered that the real issue was a series of suboptimal processes, not the technology itself.

Adapting to this new insight required a shift in strategy. I facilitated a series of workshops with cross-functional teams to map out the existing processes and identify inefficiencies. Utilizing lean management principles, we collaboratively redesigned the workflow, eliminating unnecessary steps and streamlining communication channels. This approach not only resolved the bottleneck without the need for a large investment in new technology but also fostered a culture of continuous improvement among the team. The result was a sustainable increase in productivity and a more agile operation.”

3. What strategies do you employ when encountering information that contradicts your beliefs?

Confronting and scrutinizing one’s own ideas in light of new evidence or perspectives is a crucial aspect of effective critical thinking. This question delves into how a candidate assimilates challenging information, demonstrating their openness to change, ability to think objectively, and willingness to engage in reflective thought—all of which are valuable for innovation and problem-solving in dynamic work environments.

When responding, emphasize your commitment to evidence-based reasoning. Outline a systematic approach: first, you consider the source’s credibility; then, you analyze the new information in the context of existing knowledge. Describe how you weigh the evidence before making a reasoned judgment about whether to revise your beliefs. Provide examples from your experience where you encountered conflicting information, engaged in a thorough analysis, and reached a conclusion that enhanced your understanding or led to a beneficial change in approach. This showcases your capacity for growth and your value as a team member who can navigate complex information landscapes.

Example: “ When encountering information that contradicts my beliefs, my first step is to assess the credibility of the source. I critically evaluate the evidence’s validity, reliability, and relevance. This involves checking for peer review, examining the methodology, and considering the reputation of the source. If the source passes this scrutiny, I proceed to contextualize the new information within the broader framework of existing knowledge. I look for corroborating or conflicting evidence from other reputable sources, and I consider the potential for bias or error in both the new information and my own understanding.

An example of this approach in action was when I encountered a study that challenged prevailing theories in a particular field. Despite my initial skepticism, I delved into the research, scrutinizing the experimental design and statistical analysis. I also sought out expert opinions and additional literature on the topic. This rigorous analysis revealed that the study was indeed a well-conducted piece of research with significant implications. As a result, I revised my beliefs, which not only broadened my perspective but also led to the adoption of new methodologies that proved to be more effective. This experience underscored the importance of remaining open to new evidence and demonstrated my ability to adapt my thinking to incorporate robust, evidence-based insights.”

4. In what ways do you assess the credibility of sources when conducting research?

The integrity of any research endeavor hinges on the ability to discern credible sources from unreliable ones. It showcases an individual’s commitment to accuracy and truth, which is paramount in any role that relies heavily on data analysis, strategic decision-making, or problem-solving. This skill is a testament to one’s intellectual rigor and dedication to maintaining high standards of work.

When responding, outline a systematic approach to evaluating sources, such as checking the author’s credentials, the publication date, the presence of citations, and the reputation of the publication or publisher. Mention the use of cross-referencing with other reputable sources and the importance of peer-reviewed material. It’s also effective to give an example of how you’ve applied these methods in a past project, demonstrating your practical experience with maintaining the quality of your work.

Example: “ When assessing the credibility of sources, I employ a multifaceted approach that begins with evaluating the author’s expertise and qualifications, ensuring they are recognized authorities in their respective fields. I then scrutinize the publication date to ensure the information is current and relevant, especially in fast-evolving disciplines. The presence of citations is crucial as it indicates the research’s foundation and allows for verification of the presented data. Furthermore, the reputation of the publication or publisher is a key consideration; I prioritize sources from established, reputable academic journals and institutions known for their rigorous peer-review processes.

In practice, I cross-reference information across multiple reputable sources to validate consistency and accuracy, placing a higher trust in peer-reviewed material due to its intrinsic scrutiny and academic rigor. For instance, during a recent project, I encountered conflicting data on a critical issue. By applying this systematic approach, I was able to discern that the most reliable information came from a recently published study in a leading scientific journal, which was corroborated by several other peer-reviewed articles. This process not only reinforced the credibility of my research but also provided a solid, defensible foundation for the conclusions drawn.”

5. Share an example of a complex problem you solved through analysis and reasoning.

A methodical approach to tackling complex problems is highly valued in many professions. When faced with intricate issues, the ability to dissect the problem, utilize analytical skills, and apply logical reasoning is essential. This question serves to highlight not only your problem-solving capabilities but also your competence in breaking down a complex situation into manageable parts, prioritizing actions, and making informed decisions based on evidence and sound judgment.

To respond to this question, outline a specific instance where you faced a complicated issue. Walk the interviewer through your thought process, the steps you took to analyze the situation, and how you arrived at a solution. Be sure to emphasize the reasoning behind each decision and the outcome of your actions. It’s important to convey your analytical skills and your ability to remain objective and focused, even when dealing with multifaceted problems.

Example: “ In a project where we were facing a significant discrepancy between projected and actual user engagement metrics, I initiated a root cause analysis to uncover the underlying issues. I began by segmenting the data to identify patterns and anomalies, cross-referencing engagement metrics with user demographics, behaviors, and feedback. Through this granular analysis, I hypothesized that the interface complexity was alienating our less tech-savvy user base.

To test this theory, I designed a controlled A/B test with a simplified interface for one user segment while maintaining the original interface for the control group. The results showed a marked improvement in engagement for the group with the simplified interface. Based on this evidence, I reasoned that reducing complexity would increase overall user engagement. I presented these findings to the team, and we iteratively refined the user interface. This led to a sustained increase in engagement metrics post-implementation, validating the effectiveness of the data-driven approach and the hypothesis.”

6. Outline your process for making decisions under pressure without adequate information.

Making decisions under pressure with incomplete information reflects real-world situations where time-sensitive choices must be made with the best available, albeit limited, data. The capacity to make sound decisions with incomplete information also signals to an employer that a candidate is comfortable with uncertainty and can take initiative, a valuable trait in dynamic and fast-paced work environments.

When responding to this question, outline a clear and methodical process. Begin by explaining how you assess the situation to identify the most critical pieces of information needed. Discuss how you weigh the potential outcomes and risks associated with each option, and describe any mental models or frameworks you use to guide your decision-making. Mention how you consult with relevant stakeholders when possible, and clarify how you ensure accountability for the decisions made. Lastly, emphasize your ability to learn from the outcome, regardless of whether the decision was correct, to improve future decision-making processes.

Example: “ In situations where information is scarce and decisions must be made under pressure, I initiate a triage approach to discern the most critical factors that will influence the outcome. I start by quickly identifying the key objectives and constraints, and then I prioritize the information I do have based on relevance and reliability. Using mental models such as Occam’s Razor to eliminate unlikely scenarios and Pareto’s Principle to focus on the factors that will yield the most significant impact, I map out the potential consequences of various decisions.

After establishing a decision framework, I evaluate the risks associated with each option, considering both short-term and long-term implications. If time permits, I seek input from stakeholders to gain diverse perspectives, which can often illuminate aspects not initially apparent. Once a decision is made, I take ownership of the outcomes, ensuring that there is a clear record of the rationale behind the decision for future accountability. Reflecting on the decision’s effectiveness afterwards is crucial, as it contributes to a feedback loop that refines my decision-making skills for similar high-pressure situations in the future.”

7. When have you had to identify underlying assumptions in a strategic plan, and how did it impact your approach?

Challenging underlying assumptions in a strategic plan requires discerning the foundational beliefs that may not be immediately obvious. Recognizing them allows for a more robust strategy that can withstand scrutiny and adapt to unforeseen challenges. This question evaluates a candidate’s ability to think deeply about strategy, foresee potential pitfalls, and contribute to the development of a more resilient plan.

When responding, it’s important to recount a specific instance where you identified a key assumption that was influencing a strategic direction. Explain the process you used to uncover this assumption and how your discovery led to a change in the plan. Emphasize how your intervention resulted in a more informed decision-making process and potentially averted a costly oversight. Highlight your analytical skills, your attention to detail, and your determination to ensure that strategies are not just taken at face value but are also stress-tested against reality.

Example: “ In a recent strategic planning session, we were evaluating the expansion into a new market, which was underpinned by the assumption that our existing product line would meet the local demand as successfully as in our current markets. Recognizing the potential risk of this assumption, I conducted a thorough market analysis, including customer behavior studies and competitor benchmarking. This revealed that local consumer preferences were significantly different, and our product would require customization to be competitive.

The discovery of this critical assumption prompted a pivot in our strategy. Instead of a direct replication of our existing business model, we integrated a plan for product adaptation and a phased market entry. This approach not only prevented a potential misallocation of resources but also positioned us for a more nuanced and potentially successful market penetration. My insistence on questioning our assumptions and validating them with data was instrumental in crafting a strategy that was both realistic and adaptable to the market realities.”

8. What methods do you use to prioritize conflicting data points during project evaluations?

Sifting through conflicting data points and prioritizing which information drives the decision-making process is a testament to one’s analytical prowess. This question reveals how the candidate distinguishes between the urgent and the important, how they weigh evidence, and their capacity to discern patterns or trends that are not immediately obvious.

When responding to this question, candidates should articulate a structured approach that demonstrates their analytical skills. An effective response might include outlining a step-by-step process of identifying all relevant data points, assessing each piece of data’s validity and reliability, and applying a ranking system to determine which data should take precedence based on the project’s goals and constraints. Candidates should illustrate their answer with a concrete example from their experience, showcasing a scenario where they successfully navigated through a maze of conflicting information to arrive at a well-reasoned conclusion.

Example: “ To prioritize conflicting data points during project evaluations, I employ a systematic approach that begins with identifying the relevance and source of each data point. I assess the validity and reliability of the information by examining the methodology behind the data collection and considering potential biases. I also cross-reference with historical data and industry benchmarks when available.

Once the data’s integrity is established, I apply a weighted ranking system based on the project’s specific objectives and constraints. This involves assigning higher priority to data that is more directly aligned with the strategic goals of the project and the interests of key stakeholders. For example, in a past project evaluation, I was faced with conflicting data regarding potential market expansion. By prioritizing data from sources with a proven track record and aligning it with our strategic growth targets, I was able to recommend an expansion strategy that was both data-driven and aligned with our long-term objectives, ultimately leading to a successful market entry. This methodical approach ensures that decisions are not only based on the most credible data but also tailored to the project’s unique context and goals.”

9. Recall a time you identified a logical fallacy in a colleague’s proposal; how did you address it?

Identifying logical fallacies is a key component of critical thinking, as it assesses a candidate’s ability to think analytically and engage constructively when they encounter flawed arguments. This question also evaluates whether the candidate can maintain professional relationships while challenging ideas, a skill that is crucial for fostering a collaborative environment where truth and efficiency are prioritized over ego.

When responding, it’s important to focus on the method of communication used to address the logical fallacy. Emphasize the respectful and constructive approach taken to discuss the issue with the colleague, ensuring that the critique was about the idea, not the person. Illustrate your capacity for teamwork by explaining how you helped refine the proposal to improve its validity, and share the positive outcome of the discussion, demonstrating the value of your critical thinking in achieving a more robust solution.

Example: “ In a recent team meeting, a colleague presented a proposal based on the correlation between two variables, suggesting a direct causation. I recognized this as a post hoc ergo propter hoc fallacy, where the assumption was that since event Y followed event X, event Y must have been caused by event X. To address this, I initiated a one-on-one conversation to avoid putting my colleague on the defensive in front of the team.

During our discussion, I used Socratic questioning to guide my colleague through the thought process, asking for further evidence that could substantiate the causation beyond the observed correlation. This approach facilitated a collaborative examination of the data, leading us to uncover additional variables that were not initially considered. By focusing on the argument’s structure and the evidence at hand, we were able to refine the proposal together, strengthening its logical foundation. The revised proposal was well-received by the team, and the project that ensued was more accurately aligned with the comprehensive data analysis, ultimately leading to a successful outcome.”

10. How do you handle situations where data is ambiguous or incomplete?

Navigating ambiguity and gaps in data requires an individual to apply critical thinking skills to make informed decisions. This also speaks to a candidate’s problem-solving approach, creativity in finding solutions, and their propensity for making data-driven decisions amidst uncertainty.

When responding, it’s important to articulate a structured approach that includes acknowledging the ambiguity, seeking out additional data or resources to fill gaps, consulting with relevant stakeholders or subject matter experts, and employing logical reasoning to arrive at the best possible decision. It’s also beneficial to share a real-life example where you successfully navigated such a situation, detailing the steps taken and the outcome. Demonstrating a willingness to ask the right questions and the tenacity to dig deeper reinforces your value as a critical thinker who can add clarity to complex situations.

Example: “ In situations where data is ambiguous or incomplete, my initial step is to acknowledge the uncertainty and identify the specific areas of ambiguity. I then prioritize these areas based on their potential impact on the decision-making process. Subsequently, I engage in targeted research to gather additional information, which might involve quantitative data collection, qualitative insights, or reaching out to subject matter experts who can provide deeper context.

For instance, in a project where customer feedback data was inconclusive, I spearheaded a focused survey to capture the missing data points and conducted a series of customer interviews to gain qualitative insights. By cross-referencing the quantitative data with the qualitative analysis, I was able to piece together a more coherent understanding of customer needs. This informed our strategy and led to a successful campaign adjustment that resulted in a 20% increase in customer satisfaction. This approach underscores my commitment to not only recognizing and addressing data deficiencies but also leveraging a blend of resources and analytical techniques to resolve ambiguity and inform robust decision-making.”

11. Can you provide an instance where critical feedback led you to change your perspective on an issue?

Being receptive to feedback that challenges your own viewpoints is an integral part of critical thinking. This question delves into a candidate’s humility and adaptability, revealing their willingness to consider other perspectives and use feedback constructively.

When responding, share a specific situation that demonstrates your ability to listen to critical feedback without defensiveness. Outline the feedback received, your initial reaction, and how you processed the information. Then, detail the steps you took to reassess your stance and how this led to a different outcome. This shows your thought process, openness to learning, and ability to pivot based on new information—all valuable traits in any role requiring critical thinking.

Example: “ Certainly. In a project focused on optimizing operational efficiency, I initially advocated for the implementation of a new software system I believed would streamline our processes. After presenting my proposal, I received critical feedback from a colleague who highlighted potential integration issues with our existing legacy systems. My initial reaction was a mix of surprise and skepticism, as I had invested significant time in evaluating the software’s benefits.

Upon reflection, I recognized the validity in my colleague’s concerns and revisited the analysis, this time incorporating a broader scope of technical compatibility. This led me to engage with our IT team to conduct a more thorough assessment. The collaborative effort revealed that while the software had impressive features, it indeed posed substantial risks to our current infrastructure. Consequently, I shifted my perspective and worked on an alternative solution that involved incremental upgrades to our existing systems, which ultimately proved to be more cost-effective and less disruptive to our operations. This experience underscored the importance of embracing critical feedback and reinforced the value of comprehensive evaluation from multiple perspectives in decision-making processes.”

12. What steps do you take to ensure diverse perspectives are considered in your decision-making process?

Incorporating a variety of viewpoints to make informed decisions is a common thread among diverse roles such as teachers, managers, and customer service representatives. It’s not just about avoiding groupthink; it’s about actively seeking out and valuing the rich tapestry of human experience that can dramatically improve the quality of decisions made in any professional context.

When responding to this question, you should articulate a clear, step-by-step approach that demonstrates your commitment to inclusivity. Begin by describing how you actively seek out differing opinions, perhaps by consulting with a varied group of colleagues or stakeholders. Mention any tools or methods, like brainstorming sessions or surveys, that you use to gather diverse perspectives. Then, explain how you evaluate these perspectives, ensuring that you give each the consideration it deserves, and how you integrate them into your final decision. Finally, reflect on a specific instance where this approach led to a successful outcome, highlighting the value of diversity in your thought process.

Example: “ To ensure diverse perspectives are integrated into my decision-making process, I begin by identifying the key stakeholders and experts with varying backgrounds relevant to the decision at hand. I actively seek their insights through structured brainstorming sessions or targeted surveys, ensuring that I am not just hearing the loudest voices but also the nuanced opinions that might otherwise be overlooked.

Once I’ve gathered these perspectives, I utilize a combination of qualitative and quantitative analysis to weigh each viewpoint based on its merits, potential impact, and alignment with the strategic goals. This often involves creating a decision matrix that helps in visualizing the trade-offs and synergies between different opinions. In doing so, I am careful to avoid confirmation bias, ensuring that my own preconceptions do not unduly influence the evaluation process.

In one instance, this approach led to the development of a new product feature that addressed an unmet need in a market segment we hadn’t fully considered. By incorporating the diverse insights from both the sales team and the end-users, we were able to design a feature that significantly enhanced user satisfaction and broadened our customer base, demonstrating the tangible benefits of a multifaceted decision-making strategy.”

13. Detail an experience where you used deductive reasoning to arrive at a solution.

Evaluating a candidate’s ability to logically deduce an outcome from given information is the purpose behind questions on deductive reasoning. This skill is vital for roles that require swift and accurate decision-making, and the response can illustrate a candidate’s thought process, attention to detail, and level of expertise.

When responding to this question, candidates should select an example that showcases a well-structured thought process. Start by explaining the situation that required a solution, outlining the known facts or premises. Proceed to describe how you identified the logical sequence that led to your conclusion, ensuring to articulate each step clearly. Finally, share the outcome of your solution and, if possible, any positive impacts it had on the situation. This structured approach demonstrates your critical thinking ability and your competence in applying it effectively.

Example: “ In a project where we were experiencing recurring system failures, I employed deductive reasoning to isolate the cause. The system had multiple components, but the failures were intermittent and not component-specific. I started with the general premise that if all components were failing intermittently, then the issue likely resided in a shared resource or infrastructure.

I systematically evaluated each shared element, starting with the power supply, then network connectivity, and finally the software platform. By deducing that the failures only occurred during peak usage times, I hypothesized that the software platform’s resource allocation was the culprit. Adjusting the configuration to better handle high-load scenarios resolved the issue. This not only eliminated the downtime but also improved overall system performance, leading to a 20% increase in user productivity during peak hours.”

14. In which way do you monitor your own biases when analyzing problems?

Recognizing and controlling for bias ensures that decisions and analyses are not unduly influenced by personal prejudices or preconceptions. Employers seek candidates who are self-aware and can critically evaluate their thought processes to maintain integrity and accuracy in their work.

When responding to this question, it is important to demonstrate self-awareness and a commitment to impartial analysis. Discuss specific strategies you employ, such as seeking out diverse perspectives, relying on data and evidence over assumptions, and regularly reflecting on your thought processes. Provide examples of past situations where you recognized a potential bias and took steps to mitigate its influence on your decision-making. This shows employers that you are not only aware of the importance of unbiased thinking but are also proactive in ensuring it in your professional conduct.

Example: “ When monitoring my own biases during problem analysis, I employ a multi-faceted approach that includes actively seeking out contrary evidence and diverse perspectives. I prioritize data-driven decision-making, ensuring that my conclusions are grounded in evidence rather than preconceived notions. For instance, when faced with a complex issue, I systematically review the available information, deliberately looking for data that challenges my initial hypothesis. This practice helps to counteract confirmation bias and promotes a more balanced understanding of the situation.

Additionally, I regularly engage in reflective practice, analyzing my thought processes and decisions to identify any patterns that may indicate bias. In situations where I’ve recognized the potential for cognitive biases to influence my analysis, I’ve sought out peer review or consulted with colleagues who could provide alternative viewpoints. This not only helps in mitigating personal biases but also enriches the problem-solving process with a broader range of insights, leading to more robust and impartial outcomes.”

15. Describe how you determine the relevance of certain facts over others in a case study.

Distinguishing between what is pertinent and what is peripheral within a case study is an exercise in critical analysis. This skill is essential as it directly impacts the effectiveness and efficiency of problem-solving and decision-making processes.

When responding, highlight your systematic approach to evaluating information. Explain how you identify key issues, weigh the significance of each fact in relation to these issues, and consider the implications of the data on potential outcomes. Illustrate your answer with a specific example from your experience where you successfully determined the relevance of facts to solve a problem or make a decision, thereby demonstrating your analytical prowess in a real-world scenario.

Example: “ In determining the relevance of certain facts over others in a case study, I employ a systematic approach that begins with identifying the core issues at hand. I prioritize facts based on their direct impact on these issues, considering both the short-term and long-term implications of the data. This involves a critical evaluation of each fact’s source, reliability, and its correlation with other pieces of evidence. I also assess the potential consequences of these facts on the decision-making process, ensuring that the most critical information is at the forefront of any analysis.

For instance, when faced with a complex case involving multiple variables, I once identified that a particular set of financial data was pivotal due to its implications on the projected growth of the company. By focusing on the veracity and relevance of this data, I was able to construct a financial model that accurately predicted the company’s trajectory, which was crucial for the strategic decision that followed. This process not only streamlined the decision-making but also provided a clear rationale for the course of action taken, highlighting the significance of discerning relevant facts in a sea of information.”

16. Have you ever encountered a groupthink scenario? How did you respond?

Recognizing the symptoms of groupthink—such as the suppression of dissenting opinions and the illusion of unanimity—and taking action to ensure a diversity of thought is maintained is crucial. This question assesses whether a candidate can strike the delicate balance between teamwork and independent thinking.

When responding, it’s essential to share a specific instance that showcases your awareness of the groupthink situation. Detail how you encouraged open dialogue, invited alternative perspectives, or introduced a devil’s advocate approach to stimulate critical thinking. Emphasize your respect for collective decision-making while also demonstrating your commitment to ensuring all voices were heard and considered before reaching a conclusion. Your answer should reflect your ability to foster an inclusive environment that values each member’s contribution to the team’s success.

Example: “ Yes, I encountered a groupthink scenario during a project where the team was quickly converging on a solution without thoroughly examining potential risks. Recognizing the signs of premature consensus, I intervened by posing critical questions that had not been considered, effectively challenging the prevailing opinion. I suggested a structured brainstorming session where each team member was encouraged to voice dissenting views or potential pitfalls regarding the proposed solution.

To further mitigate the groupthink, I introduced a “red team” exercise, where a subgroup was tasked with identifying flaws in our plan and presenting a counter-argument. This approach not only diversified our perspectives but also uncovered assumptions that had gone unquestioned. By fostering a culture where skepticism was not just tolerated but valued, we were able to refine our strategy and arrive at a more robust, well-vetted conclusion.”

17. What techniques do you apply to forecast potential outcomes and their implications?

Anticipating the consequences of actions and understanding the potential ripple effects on various aspects of a project or decision is an integral part of effective critical thinking. The question assesses whether a candidate can think several steps ahead, rather than just reacting to immediate challenges.

When responding, it’s important to outline specific methodologies such as using SWOT analysis (Strengths, Weaknesses, Opportunities, Threats), scenario planning, or employing probabilistic thinking. Explain how these techniques allow for a comprehensive evaluation of potential scenarios and how you apply them to make informed decisions. Be prepared to provide a real-world example where you successfully anticipated outcomes and navigated the implications, highlighting your analytical skills and foresight.

Example: “ In forecasting potential outcomes and their implications, I employ a combination of scenario planning and probabilistic thinking. Scenario planning allows me to explore various future states by considering different variables and their possible interactions. This method is particularly useful in understanding the broader context and long-term implications of decisions. I complement this with probabilistic thinking to assess the likelihood of each scenario, which involves assigning probabilities to outcomes based on available data and trends.

For instance, I once had to anticipate the impact of regulatory changes in a particular industry. By conducting a SWOT analysis, I identified the strengths that could be leveraged, weaknesses that needed addressing, opportunities for growth, and threats from the competition and regulatory environment. I then developed multiple scenarios ranging from minimal to significant regulatory impact and assigned probabilities to each based on historical precedents and current market sentiments. This approach enabled me to recommend strategic actions that were resilient across a range of possible futures, ultimately leading to a favorable outcome for the project at hand.”

18. Illustrate how you dissect complex information into understandable parts for non-experts.

Translating expertise into accessible knowledge for non-experts is a fundamental skill that demonstrates an ability to bridge the gap between expert and layperson. Employers value this because it ensures that the work you do can be understood and appreciated by a broader audience, which is crucial for collaboration, client relations, and leadership.

When responding to this question, focus on a specific example where you broke down a complex concept. Explain the steps you took to identify the key elements of the information and how you considered the audience’s level of understanding. Describe the methods you used to simplify the content, such as analogies, visuals, or chunking the information into digestible parts. Emphasize how your explanation facilitated better comprehension, decision-making, or problem-solving among those non-experts.

Example: “ In a recent project, I was tasked with explaining the intricacies of a sophisticated data encryption algorithm to a group of stakeholders without technical backgrounds. To make the concept accessible, I first identified the core principles of encryption that were crucial for understanding its importance and functionality. I distilled the algorithm into three main components: the data input, the encryption process, and the secure output.

Using the analogy of a secure lockbox, I related the encryption process to placing a valuable item into a box that could only be opened with a unique key, making the abstract concept more tangible. I supplemented this with simple visuals, illustrating the flow of data through the encryption process, and avoided technical jargon. By breaking the information into these manageable segments and using familiar references, the stakeholders were able to grasp how encryption works and why it is essential for safeguarding sensitive information. This understanding empowered them to make informed decisions about implementing security measures within our organization.”

19. How do you balance quantitative data with qualitative insights in your analyses?

Navigating the interplay between hard numbers and the softer, more nuanced aspects of data interpretation is crucial for a well-rounded analysis. Employers want to ensure that the candidate doesn’t rely solely on numerical data, which might miss the human element of business decisions, nor solely on qualitative insights, which might lack empirical grounding.

To respond, showcase examples from your experience where you’ve effectively integrated both types of data to inform a decision or a strategy. Explain the process of how you evaluate and weigh each type of data, and how you ensure that neither is overlooked. Highlight a specific scenario where this balanced approach led to a successful outcome, demonstrating your ability to synthesize diverse forms of information into actionable insights.

Example: “ In my analyses, I approach quantitative data as the foundational bedrock that offers objective measurement, while I treat qualitative insights as the contextual layer that provides depth and nuance. I employ a triangulation method to ensure that the quantitative data is not only statistically significant but also practically relevant. For instance, when interpreting customer satisfaction scores, I complement the numerical data with customer interviews and feedback to understand the underlying reasons behind the scores.

In a specific scenario, I was tasked with analyzing user engagement metrics for a digital platform. While the quantitative data indicated a decline in average session duration, it was the qualitative user feedback that revealed the interface changes had inadvertently increased cognitive load for users. By integrating these insights, I was able to recommend targeted design adjustments that led to improved engagement metrics in subsequent releases. This balance between numbers and narratives ensures that my analyses lead to actionable and human-centered solutions.”

20. Give an example of how you’ve dealt with conflicting expert opinions when formulating a strategy.

Navigating through informational noise and contradiction to prioritize relevant data and integrate disparate viewpoints into a coherent plan of action is a key aspect of critical thinking. Employers are looking for evidence of the candidate’s analytical prowess, their capacity to remain objective, and the courage to make informed decisions even when the path is not clear-cut.

When responding, start by setting the scene with a brief description of the situation that required a strategy, including the nature of the conflicting opinions. Walk the interviewer through your thought process: how you evaluated the credibility of the sources, weighed the evidence, considered the implications, and sought additional information if necessary. Explain the criteria you used to make your decision and, if applicable, how you communicated your strategy to stakeholders. Conclude with the outcome, reflecting on what you learned from the experience and how it shaped your approach to decision-making.

Example: “ In a project aimed at optimizing operational efficiency, I encountered conflicting recommendations from two leading experts in process optimization and organizational behavior. One advocated for a lean management approach, while the other emphasized the importance of employee engagement and suggested a more inclusive, team-based strategy.

To reconcile these opinions, I first assessed the credibility of each expert by reviewing their past work, consulting with peers, and examining the evidence supporting their claims. I then mapped out the potential impact of both strategies on our specific organizational context, considering factors such as company culture, existing workflows, and employee morale. This analysis revealed that while lean management could offer immediate efficiency gains, a strategy that also incorporated elements of team engagement would likely result in more sustainable improvements and higher staff satisfaction.

The chosen strategy combined lean principles with a strong focus on team involvement, ensuring that efficiency gains did not come at the expense of employee well-being. I communicated this integrated approach to stakeholders by highlighting how it balanced expert insights with our unique organizational needs. The outcome was a 15% increase in operational efficiency coupled with improved employee satisfaction scores. This experience underscored the importance of a nuanced approach to strategy formulation, one that considers both expert opinion and the specific context in which it will be applied.”

Top 20 Logical Reasoning Interview Questions & Answers

Top 20 supply chain management interview questions & answers, you may also be interested in..., top 20 team oriented interview questions & answers, top 20 computer skills interview questions & answers, top 20 performing arts interview questions & answers, top 20 self starter interview questions & answers.

15 critical thinking interview questions to find the perfect candidate

In today’s complex, data-driven world of work, critical thinking skills are more important than ever.

According to the World Economic Forum’s Future of Jobs Report , the demand for critical thinking and analysis is growing at a faster rate than any other skill group.

For this reason, hiring managers now need a robust system for assessing critical thinking skills for most positions they fill. When we talk about critical thinking, we refer to a range of sub-skills including research, analysis, judgment, problem-solving, and self-reflection.

The interview is a great opportunity to evaluate a candidate’s critical thinking skills. It enables hiring managers to probe into their personal thinking process while tailoring the assessment to the situational needs of the role. 

For the best results, interviews should be preceded by a Critical Thinking test , along with other skills and personality tests. Pre-employment testing allows you to get an in-depth understanding of your candidates’ abilities, identify top talent, and screen out unsuitable applicants.

To make the interview worthwhile, hiring managers need to ask the right kind of critical thinking questions to candidates. But these aren’t always immediately obvious! That’s why we’ve put together 15 of the best critical thinking interview questions for you to use in your hiring process.

These include 10 behavioral and 5 situational critical thinking questions, allowing you to create an interview structure befitting your business requirements. Sample answers for each question are also included for your reference.

Table of contents

10 behavioral critical thinking interview questions, 5 situational critical thinking questions, what kind of roles can you use critical thinking interview questions, finding critical thinkers for your organization can be easier than you think.

Behavioral interview questions usually call on a candidate to discuss their past performance, enabling hiring managers to learn more about their previous experience and its applicability to the role.

When tailored to critical thinking and analysis, behavioral interview questions give you an insight into a candidate’s thinking style as well as specific critical thinking sub-skills, such as: 

Decision-making

Problem-solving

Information processing

Deductive reasoning

Conflict resolution

The 10 behavioral interview questions below span a range of topics; some may be more relevant than others, depending on the role you are recruiting for.

Here are the 10 behavioral critical thinking questions:

How do you go about completing a task without clear information?

What is the most difficult work-related decision you’ve had to make?

How do you process new ideas and approaches?

How do you respond to opposing viewpoints?

How quickly do you make decisions?

Have you ever anticipated a problem before it arose? How did you deal with it?

What work-related advice would you give to former employers?

How often do you ask co-workers for help?

How should friction between team members be dealt with?

What is the most innovative work-related idea you have come up with? How did it benefit the organization?

Continue reading below to view our sample answers for each question.

1. How do you go about completing a task without clear information?

In time-sensitive work environments, workers often have to make decisions without all the necessary information at hand. Answers to this question should demonstrate how candidates use their resourcefulness to perform effectively under given limitations.

Sample answer :

I prefer to make decisions after taking in all of the facts, but I recognize that the need to act quickly will sometimes take priority. In these situations, I pore over all of the information available and use my intuition to fill in any gaps. This could be by drawing parallels to a similar task from the past or predicting future outcomes to map the best decision in the present.

I experienced this situation in my last job while writing a funding application with a very quick turnaround. The final section to complete before submission was the summary, where it was crucial to really sell our organization’s solution in a compelling and straightforward way. 

My manager was unreachable at the time, so I decided to contact the head office to retrieve the summaries of our previous successful funding applications. Using these examples, I was able to craft a persuasive summary. A few weeks later, we were awarded the funding.

2. What is the most difficult work-related decision you’ve had to make?

This question probes into a candidate’s ability to make decisions under pressure. A good answer will evidence a clear thought process and measured judgment to select an appropriate course of action.

As a manager, layoffs were among the toughest decisions I had to make in my previous role. In those situations, I had to put personal loyalties aside and make tough choices based on the needs of the business.

This involved a regimented process of ranking staff across several different criteria including merit, skills, and tenure. Ultimately, we favored staff with long-term potential, such as those with in-demand skills and a growth mindset.

The decisions were far from easy, but recognizing that someone had to make the call, I never shied away from them either. I think the best approach for any difficult work decision is to be objective, consult data, and consider the long-term impact.

3. How do you process new ideas and approaches?

Open-mindedness is central to critical thinking. Candidates shouldn’t be fearful of doing away with traditional methodologies if a superior alternative emerges. Equally, they should exercise their judgment to evaluate the reliability and veracity of new information. 

I always try to be receptive to new ideas, recognizing that these drive innovation in a business. 

If I find that something can be improved, I seek solutions and conduct initial research to ascertain their effectiveness in other business contexts. If I think they have potential, I test them on a small trial basis before deciding whether to implement them on a full scale.

This situation played out in my last role, where I was the leader of a small team. After transitioning to remote work arrangements during the COVID-19 pandemic, a team member asked if he could rearrange his hours to accommodate certain family commitments.

The request prompted me to consider the effect of flexible working hours on performance, and I decided to trial a ‘flextime’ system. Within a few weeks, productivity had risen significantly and the team reported greater job satisfaction. Flexible hours quickly became a permanent arrangement.

4. How do you respond to opposing viewpoints?

Critical thinking is contingent on a person’s ability to weigh up both sides of an argument. Even when one course of action is evidently worse than another, candidates should be able to respond to opposing perspectives respectfully and constructively.

I think it’s great to hear different perspectives in the workplace, provided that they come from a well-meaning place. Listening to opposing viewpoints helps to refine my own opinion and can often bring the team to a middle ground from which more balanced decisions can be made.

A few months ago, a co-worker and I disagreed on how best to deliver a digital marketing campaign for a client. In short, he wanted to run paid search engine advertisements while I preferred to create content for the client’s company website.

After listening to his argument, I presented my case to show that content marketing was likely to yield a higher return on investment by showing case studies from previous clients in a similar field. 

Eventually, we agreed to the content strategy, and allocated only a small slice of the budget to paid ads. Within a few weeks, the client had doubled the traffic on their website and was extremely satisfied with our project delivery.

5. How quickly do you make decisions?

In a fast-paced work environment, employees must act swiftly and decisively. This question asks the candidate to expand on their decision-making process. Strong answers will strike a balance between careful consideration and urgency. 

While I like to gather as much information as possible before making a decision, I recognize that deadlines will often make this unrealistic. Sometimes, it’s of vital importance to act quickly to stay ahead of a competitor or fast-track a project.

The first step is to assess the immediacy of the deadline; if it’s urgent, I know I have to make a decision ASAP. In this situation, I’ll quickly weigh up the pros and cons of each option and select the course of action that best aligns with the business goals.

While working in customer service, I routinely had to make on-the-spot decisions to select the best solution in different contexts. I always made sure to get a full picture of the customer’s needs, and then chose the most suitable action from the options available. 

Having a strong background understanding of the area and a clear selection process allowed me to make the right call 99% of the time. 

6. Have you ever anticipated a problem before it arose? How did you deal with it?

This question separates the proactive thinkers from the passive ones. Candidates able to answer this question will be demonstrating their ability to plan ahead and anticipate risks—an invaluable skill in any organization.

Working as a retail store manager at the start of the COVID-19 pandemic, it immediately became obvious that our store would need to change certain procedures as infections picked up. 

I decided to act quickly, investing in protective equipment for staff, implementing plastic screens at the checkouts, and rearranging the store layout early on in the pandemic to make the site more Covid-friendly for our customers and staff.

Our proactive approach resonated with customers, who appreciated the new measures while other stores in the local area remained slow to adapt. Our trading volume actually rose by around 25% compared to pre-pandemic levels. Staff also reported feeling safer in our monthly surveys.

It’s important to try and pre-empt risks in any business. To do this, I always consider the worst-case scenario that could affect the business and learn from competitors’ failures.

7. What work-related advice would you give to former employers?

This question gauges a candidate’s propensity to voice criticism, and whether they choose to express it in a constructive or negative way. There’s no real right or wrong answer here; candidates simply need to explain their suggestions thoughtfully and thoroughly.

I’ve always tried to provide feedback to my bosses when it was appropriate to do so. Voicing criticism can be a tricky task, so I make an effort to frame the discussion in a constructive and non-malicious way.

One of my former bosses was particularly strong-willed, which sometimes made it difficult for the team to share new ideas. If we were able to show evidence of the potential of a new idea—using data, for example—he would be less dismissive than if we were to suggest it off the cuff. Over time, the boss grew more receptive to outside ideas rather than immediately shrugging them off.

In another company, some of my co-workers were dissatisfied as they felt undervalued by the boss. Rather than take this up with the boss directly, I raised the issue in the quarterly employee survey, suggesting that the senior leadership give more praise and recognition to high-performing staff in order to improve motivation and employee satisfaction.

8. How often do you ask coworkers for help?

Workers should know when to seek help from others while working on a project. 

A good answer here is all about balance. Candidates shouldn’t burden co-workers with work they could do themselves, nor should they be too stubborn to move things forward with some outside opinion or help.

When I’ve been given a task to complete independently, I try to avoid asking my co-workers for help as I know everyone is busy with their own work. Sometimes, though, it can be really useful to get a fresh pair of eyes to look over things when I’ve hit a wall in a project. Help is a two-way street, so I always try to make time to assist co-workers when I am asked. 

About a year ago in my sales position, I was tasked with integrating invoices into a spreadsheet containing order history for different clients. Software isn’t my strong point, so I sought help from a member of the development team—someone with whom I had built a good rapport previously.

I knew this was something that would probably only take him 15 minutes, so I didn’t feel like too much of a burden when I asked for help. He duly completed the task, and the project could move forward. I had previously helped him before, and I also offered my support for anything he needed in the future.

9. How should friction between team members be dealt with?

Conflict resolution is a skill that can be hard to come by for hiring managers. In work environments with people of different opinions and values, it’s important to have someone who can defuse conflict situations with a proactive, patient, and impartial approach.

When managed properly, I think that workplace disagreements can be healthy and help to promote a diversity of opinion. However, when they become personal, they serve no purpose and must be resolved immediately with fairness and good judgment.

In one of my previous roles as a team leader, conflict flared up between two coworkers after disagreeing on how to allocate the quarterly budget. At the first opportunity, I arranged a one-on-one chat with each colleague to understand their reasoning and try to reconcile both positions.

After the situation had been de-escalated, I brought the two together to talk it out in a calm and non-threatening space. With active listening and turn-taking techniques, they were able to settle their differences. I followed up regularly in the weeks after, and we were able to put the conflict behind us.

10.  What is the most innovative work-related idea you have come up with? How did it benefit the organization?

This question asks candidates to consider a time when they have thought outside the box to deliver a new solution in a previous job. Having proactive problem-solvers in your organization will help it stay ahead of the curve. 

In one of my previous roles, I was placed in charge of a small workgroup tasked with finding a way to improve productivity and efficiency. Each member of the group seemed to have their own opinion of the best solution, but most entailed large expenses we could not afford.

Since management needed a low investment solution, I proposed adding two additional fifteen-minute breaks to the working day for employees to read a book, catch up on the news, or go for a walk around the block. This was because I knew many employees felt burnt out by the end of the day, and their work suffered as a result.

The team supported the idea, but management was hesitant at first. After presenting my argument, they agreed to trial the breaks for two weeks. By the second week, the results were clear: employees were working more effectively and they were more satisfied at work. Soon after, the new break system was implemented on a scale across the company.

Situational interview questions assess how a candidate would behave under specific circumstances. Unlike behavioral questions, which call on previous experiences, situational questions place interviewees in the new role to see how they would perform.

The beauty of situational questions is that they allow interviewers to replicate role-specific scenarios where candidates will need to exercise critical thinking. If you were hiring a grant reviewer, for example, you could ask candidates how they would choose between two evenly-matched proposals. 

Our five chosen situational interview questions assess a range of different critical thinking scenarios; below, you’ll find our sample answers. If possible, adapt the situations to the specific role that you’re hiring for.

You notice your manager has made a significant mistake in a report. How do you handle the situation?

How would you deal with a situation where a weak link is affecting the quality of performance?

If you are given ten projects but only have time to complete three, how do you decide which three to work on?

You are leading a time-sensitive project where team members are unable to agree on an appropriate strategy. How do you proceed?

You’ve discovered a new approach that could improve performance while saving resources, but it’s unpopular among your coworkers. How do you present your case to your manager?

1. You notice your manager has made a significant mistake in a report. How do you handle the situation?

In virtually all roles, employees will have someone above them in the chain of command. Candidates shouldn’t be afraid to confront authority figures if they notice something’s wrong, but they must go about this in a constructive and professional manner. 

If I noticed a mistake in my manager’s work, I would wait for an opportunity to speak with them privately to raise the issue. After discussing the mistake, I would offer to help fix it.

I’m sure if I went about this politely, the manager would appreciate my good intentions and the issue could be resolved quickly and cordially. While the situation may be slightly uncomfortable, ensuring the best outcome for the business should always take priority.

I’ve found myself in this position in a previous job while reviewing a document from my manager before it was due to be published. It included a few incorrect statistics and formatting errors which I took the liberty to amend. When I raised this with him in private, he thanked me for my attentiveness and any ill feeling was avoided.

2.  How would you deal with a situation where a weak link in the team is affecting the quality of performance?

This question assesses the candidate’s ability not only to identify workplace problems, but also their willingness to tackle them proactively. Strong candidates won’t shy away from having uncomfortable conversations, but will also be respectful and keep things confidential.

If I noticed that a particular team member was disrupting the delivery of a project, I would look to offer solutions rather than point fingers. The first step would be to identify the cause of the team member’s poor performance.

If it was down to a lack of skills, I would suggest to the team leader in private that they receive appropriate training to help get them up to speed on the project. Alternatively, they could be reassigned to another area that they have greater expertise in.

If their performance was due to poor motivation, I would suggest that the employee be given personalized performance goals, assistance, and feedback. Encouragement, rather than criticism, should help the employee feel more motivated.

3. If you are given ten projects but only have time to complete three, how do you decide which three to work on?

Workers will often need to prioritize tasks based on their urgency and importance. In this situation, critical evaluation is necessary to distinguish the important from the less-important tasks using specific measures like time, effort, and value. 

If I had to manage multiple time-sensitive tasks, I’d first list them all together in a single document and order them based on the urgency of the deadlines. Second, I would flag any tasks which could feasibly be delegated to co-workers for completion.

From the remaining tasks, I would identify those which are both urgent and important. The next step would be to order these based on their value by considering which tasks have the most serious consequences for failing to complete them, and also which tasks have the highest ROI. 

For example, missing a deadline for a brand-new client could be more damaging than missing one for a loyal client of many years, and whose project is less urgent. Using this process, I’d select the three tasks which:

Only I can complete

Bring a lot of value to the business

4. You are leading a time-sensitive project where team members are unable to agree on an appropriate strategy. How do you proceed?

At a certain point in the project planning stage, it’s necessary to make the call to move things forward. Strong candidates will be able to synthesize the key points of the different strategies available to help come to a decision that is supported by the majority. 

In this situation, I would first remind team members of the urgency of the task at hand and the need to move quickly. Next, I would write up a simple, straightforward list of the pros and cons of each available strategy, drawing attention to any potential risks that may be encountered.

I would then give team members a few minutes to consider each option and voice any additional queries they may have. If a clear consensus still cannot be reached at this point, I would take a vote to decide the strategy to move forward with.

I recognize that it’s not always possible to reach a clear agreement. But by stripping the situation back to the simple facts, at least everyone can make an informed and objective decision in a time-sensitive manner.

5. You discover a new approach that could improve performance while saving resources, but it’s unpopular among your co-workers. How would you present your case to your manager?

Innovative thinkers can be great assets to your organization, but they’re of little value if they fail to defend their ideas when faced with disapproval. While other team members’ views should be respected, the strong candidate will be able to argue their case persuasively.

Before putting the idea forward to the manager, I would find out more about the reasoning behind the team’s resistance. It could be that they don’t want to go through a new learning curve or are unconvinced by its benefits.

These insights would allow me to tweak my proposal so that it addresses my co-workers’ doubts. At this point, I would present the idea to my manager and explain that I am willing to support the team in adopting the new approach with presentations and training.

The support sessions would aim to overcome the team’s hesitation by showing how the new approach would benefit them in the long run. I’d also encourage anonymous feedback so that the new approach can be improved. Ultimately, I’d try to reach a place of mutual understanding with positive outcomes for everyone involved.

Critical thinking is important in any job that involves decision-making. However, there are some fields where a candidate’s critical faculties will take priority. These include:

Law : Lawyers , counsels, and contract managers process complex information to build persuasive arguments 

Education : Teachers continually evaluate their students’ progress as well as their own methods to achieve long-term learning goals

Management : Managers analyze information, anticipate problems, and make complex business decisions based on unbiased judgments

Research : Researchers collect information, process data, study patterns, and make inferences to inform future decisions

Human resources : HR professionals make critical, measured judgments when making hires and handling employee conduct

Finance : Finance workers analyze data and objectively evaluate the results to create financial action plans 

Medical : Doctors and other medical staff examine patients and collect information to diagnose health issues and then offer the best solution

Our set of critical thinking interview questions is well suited to the professions above, but you may also want to assess critical thinking skills when recruiting in other areas. 

Critical thinkers make companies more competitive; actively seeking candidates with strong critical thinking skills for all open positions will give your organization a strong competitive edge.

By making a few tweaks to your recruitment process, you can transform your company into a team of critical thinkers! 

For this, you need to incorporate a Critical Thinking test into the candidate selection process , together with other skills tests to filter out unsuitable applicants and shortlist the best talent.

You can then use some of our interview questions in your own interviews to further assess candidates’ critical thinking skills and make the right hiring decision.

With critical thinking assessments in place at different stages of the process, you’re well on your way to hiring analytical minds that will drive innovation and help you future-proof your company.

Related posts

TestGorilla vs. HireVue

15 important project management skills (and how to assess them)

The 7 best video interview software for online candidate screening

Hire the best candidates with TestGorilla

Create pre-employment assessments in minutes to screen candidates, save time, and hire the best talent.

Latest posts

The best advice in pre-employment testing, in your inbox.

No spam. Unsubscribe at any time.

Hire the best. No bias. No stress.

Our screening tests identify the best candidates and make your hiring decisions faster, easier, and bias-free.

Free resources

This checklist covers key features you should look for when choosing a skills testing platform

This resource will help you develop an onboarding checklist for new hires.

How to assess your candidates' attention to detail.

Learn how to get human resources certified through HRCI or SHRM.

Learn how you can improve the level of talent at your company.

Learn how CapitalT reduced hiring bias with online skills assessments.

Learn how to make the resume process more efficient and more effective.

Improve your hiring strategy with these 7 critical recruitment metrics.

Learn how Sukhi decreased time spent reviewing resumes by 83%!

Hire more efficiently with these hacks that 99% of recruiters aren't using.

Make a business case for diversity and inclusion initiatives with this data.

Critical Thinking Interview Questions & Answers

• Updated July 13, 2023
• Published March 28, 2021

In dynamic and competitive work environments, it’s important that a business can keep up with innovations and changing demands from customers. This is why employers look for candidates who possess strong critical thinking skills and decision-making skills.

Interviewers use job interviews to assess your critical thinking skills. They do this by asking you questions that require you to demonstrate your ability to effectively and efficiently evaluate information to make a calculated decision. Your goal is to demonstrate that you are an innovative person that can provide rational advice and thought-out solutions when needed.

Critical thinking questions are commonly asked during job interviews because workers with strong critical thinking skills are important for companies to excel. Questions about your critical thinking skills are often  behavioral interview questions . These are a strategic type of interview questions that require you to provide an answer that includes an example situation that you experienced in your career and how you acted in that situation.

A basic example of a behavioral question in relation to critical thinking is ‘ describe a time you had to solve a problem at work without having all the information or resources .’ As you can see, the interviewer is looking for you to explain a situation where you had to think outside the box and justify your critical thinking process.

What Are Critical Thinking Interview Questions?

Critical thinking skills are related to your ability to analyze, evaluate and assess information effectively and make calculated decisions. Below we discuss a couple of important skills related to critical thinking. You must demonstrate that you possess these skills to convince the interviewer that you possess the right critical thinking skills to succeed in the position you’re applying for.

Examples of critical thinking skills are:

Observation & analysis.

The ability to observe and analyze a (potential) problem or data set is where a critical thinking process starts. People who possess strong analytical skills examine the information and understand what it means in order to explain the implications to others properly.

After a thoughtful observation and analysis, creative skills and innovation are required to spot patterns in the information or data. Critical thinkers are able to think outside the box to come up with a solution no one else thought of before. This requires flexibility, conceptualization, and imagination to take a different approach from other approaches.

• Communication

Critical thinkers also possess strong communication skills to share their approaches and conclusions with coworkers. It’s essential that ideas and solutions are shared effectively and efficiently with others. Furthermore, working together with others is an important part of the critical thinking process to figure out the right solution to business challenges. Skills involved are active listening, teamwork , collaboration, and interpersonal skills.

Problem-solving

Once an analysis is performed and solutions are discussed, it’s important that a solution is implemented. An essential part of critical thinking is coming up with an efficient solution and assessing the impact of this decision. This requires adaptability as well to modify the course of action as needed throughout the implementation process.

Critical Thinking Behavioral Interview Questions

Most questions interviewers will ask you about your critical thinking skills are  behavioral interview questions . These questions require you to provide specific examples of past work experiences in which you demonstrated your critical thinking skills. For interviewers, understanding your past professional behavior and performance is the best way to gauge your future job behavior and performance.

Behavioral questions are focused on the desired skills or competency area, such as, in this case, critical thinking. Other common competency areas for which behavioral questions are used are teamwork , communication , time management , creative thinking skills , leadership , adaptability , conflict resolution , etc.

Behavioral job interview questions usually start with:

• Give me an example of
• Tell me about a time when you
• What would you do
• Describe a situation where

Examples of critical thinking behavioral interview questions:

• Give me an example of a time you had to solve a problem without having complete information or resources.
• Tell me about a time when you presented a new idea or process to your team.
• What would you do if you had a deadline coming up, but you do not have all the components to deliver a project on time?
• Describe a situation where you find a creative way to overcome a business challenge.

As you can see, the questions mentioned above require you to discuss your past behavior. For interviewers, the most accurate predictor of future performance is your past performance in similar situations.

Before making a hiring decision, interviewers are interested in discussing previous work situations. The right interview preparation will help you do the right research to prepare answers that include the critical thinking skills the interviewer is looking for. This starts with  thoroughly reviewing the job description . The job description usually tells more about the specific skills that are required for the position. You can use this information to prepare answers that include times you were successfully using the skills the employer is looking for.

To answer behavioral questions successfully, you need to provide the interviewer with specific details about a time you used your critical thinking skills. Your answer should include the situation you were in, your task in that situation, the actions you took, and the specific results you got. In short, this is called the STAR method  of providing an answer. The STAR method is discussed in more detail later on in this article.

Why Interviewers Ask Critical Thinking Interview Questions

For interviewers, the most effective way to reveal your critical thinking skills is by asking you to describe past work experiences or provide you with hypothetical scenarios. The main reason for asking you about situations in which you successfully used your critical thinking skills is to get an understanding of how you think and act in specific, challenging situations.

Before hiring a candidate, employers want to determine if you are:

• Responsible enough to identify, analyze, and solve problems
• Able to solve a problem without having all the required data, information, or resources
• Creative enough to come up with out-of-the-box solutions
• A strong communicator who can explain issues and involve others in the problem-solving process
• Taking responsibility for your actions

During a job interview, it’s important that you have a few examples ready to discuss times you used your critical thinking skills in different situations. A proven track record of critical thinking to tackle challenges will help you convince the interviewer. This is also the reason why it’s smart to prepare answers related to the requirements for the position, prior to your job interview.

For example, if you work as a business analyst, you should be able to deal with business challenges such as changing requirements or business needs, which require critical thinking skills. Business analysts need to identify (possible) problems and are required to come up with solutions and strategies.

What Employers Look For In A Critical Thinking Interview

During a job interview, you must convince the interviewers of your critical thinking skills. Interviewers look for candidates whose work ethic and career goals align with the company culture and what they can offer you. This is also the reason why you should relate your answers to the job requirements and what the company is looking for.

The right interview preparation will help you get there. Your goal is to demonstrate that you are a strong critical thinker that is capable of taking on the day-to-day tasks required for the position and have the potential to grow .

Critical thinking interview questions are used to reveal how you identify and approach problems, if you can evaluate a point of view to determine if it’s valid or not, and if you can provide structured reasoning to support an argument. Basically, the interviewers want to get the following questions answered:

• How do you think challenges or issues through in an objective and critical way?
• Can you identify different points of view in relation to a particular problem?
• Are you able to evaluate different points of view to determine how valid or strong they are?
• Can you identify weak points that are in possible solutions or arguments?
• How do you provide structured reasoning and support for arguments when communicating with other people?

Red Flags In Critical Thinking Skills Job Interviews

There are several things you should avoid when answering critical thinking interview questions. Below we discuss a couple of red flags that could hurt your chances of landing the job you want. Make sure you avoid these mistakes during your interview to prevent a situation where you could give the interviewer the wrong impression.

1. No clear critical thinking process

The interviewer wants you to walk them through your critical thinking process. This means that you need to explain how you tackled an issue or problem by using your critical thinking skills.

A perfect answer includes a story in which you explain how you identified a problem, how you analyzed and evaluated the situation to figure out which data, facts, or information was important. Next, tell them how you made inferences and communicated issues and possible solutions with coworkers and other stakeholders. Finally, discuss how you executed the solution you came up with.

Not being able to give the interviewer a clear example in which you walk them through the steps mentioned above could be a warning sign for them. Therefore, make sure that you have a strong answer ready that relates to the job requirements and includes you successfully using your critical thinking skills to your advantage.

2. Not providing enough critical details

When interviewers ask you about your critical thinking skills, and if you can walk them through a specific time you successfully used those skills, it’s important that you include every step of your critical reasoning process.

If you claim to be a strong critical thinker that can take on the responsibilities of the position you’re applying for, you need to make sure you can back this up through clear examples of times you used these skills. Failing to do so could lead to the elimination of your chances to land the job. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

3. Not taking responsibility

Taking responsibility is an important characteristic of a critical thinker. If a problem is identified but not addressed, this could quickly escalate into a bigger problem. If your answers indicate that you do not take responsibility or if you have left things for later, this could leave the impression on the interviews that your critical thinking skills and work engagement is not top-notch. Therefore, make sure you demonstrate that you take responsibility for your actions and that you’re a proactive worker that immediately deals with challenges as soon as they occur or when they are identified as potential problems.

To test you during your job interview, interviewers will ask you about times you failed in specific work situations . This is especially the case for positions where you deal with challenging situations and are required to deal with identifying and solve problems. Interviewers are interested in what went wrong in specific work situations, if you took responsibility for your actions, and what you learned from that situation. Not taking responsibility for, for instance, a  project that may have failed , is considered a warning sign for employers.

Self-awareness and being to reflect on situations that went wrong is an important characteristic to possess in the workplace – especially in work environments where critical thinking skills are important. Employers want to hire a candidate who can admit errors or who made thoughtful mistakes trying to solve problems in the past and learned from them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers demonstrate that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Common Critical Thinking Interview Questions

Below we discuss common  behavioral critical thinking interview questions . These questions are broken down into two categories; regular behavioral interview questions and hypothetical interview questions.

Learn everything you need to know about commonly asked interview questions that are frequently asked during job interviews .

Behavioral Critical Thinking Interview Questions:

• Tell me about a time you had to make a decision without having all the data, information, or resources.
• Give me an example of a time you discovered a mistake that
• What do you consider the most difficult decision you had to make at work? What results did you get?
• Describe a time you convince a colleague or supervisor to use an alternative approach to solve a problem.
• Give me an example of a time you were involved in solving a problem among team members on how to approach a project.
• Tell me about a time you came up with a new or unusual idea to deal with a challenge.
• Describe a time you anticipated a potential problem. How did you develop preventative measures?
• Give me an example of a time when you faced an unexpected challenge at work and how you dealt with it.
• Describe a time a customer approached you with a problem or concern. How did you respond?
• Give me an example of a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
• What do you consider your most innovative new idea that you have implemented in the workplace?
• Have you ever improved the workflow of a project based on your analysis? How did you do this?
• When you’re working on several projects, it’s tricky to deliver excellent service to all of them. How do you go about prioritizing the needs of a client?

Situational Critical Thinking Interview Questions:

• How would you go about convincing a coworker, manager, or other stakeholders to try an alternative approach to solve a problem?
• What would you do if you had a deadline coming up, but you did not yet have all the required information to deliver a project on time?
• How would you determine if you need help from others when you’re solving a problem or completing a task?
• If an order has been delayed and an angry client contacts you to cancel the order and close their account, what actions would you take?
• How would you deal with a situation where you identify a weak link in a process that’s impacting quality?
• What would be your approach if you and a colleague or teammates disagree on how to move forward on a project?

How To Answer Critical Interview Questions

Interviewers look for candidates who can demonstrate through examples that they use reason and logic to make decisions. In order to do this, it’s essential that you structure your answers in such a way that you walk the interviewer through an example situation in which you successfully used your critical thinking skills. To get started, you can consider the following steps.

Step 1: Research.

Every interview preparation starts with doing the right research. Before you can answer interview questions in a specific way you need to get to know the position and company better. Furthermore, you should thoroughly understand the job requirements to prepare strong answers.

Read the job description carefully to find specific skills that a candidate needs to possess to perform the job successfully. Think of skills such as creative thinking ,  problem-solving ,  adaptability , a strong work ethic , and  communication . Also, read the company website to get more information about their mission statement and who their main clients are. Furthermore, check their LinkedIn pages and other content/news related to the company.

Researching the job and company will help you identify the required skills, qualities, and work experience for the position you’re applying for. Your research should help you make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required job skills & competencies.

Behavioral interview questions about critical thinking skills are a perfect opportunity for you to demonstrate why you are the right candidate for the position.

The skills and competencies  you have identified in your research should be your starting point to prepare answers. Write down the required skills and rank them on importance.

Step 3: Create a list of past work experiences that relate to the required job skills.

Once you have ranked the skills on importance, you can start thinking of work experiences related to these skills. Coming up with a specific answer when you’re being put on the spot during an interview is very hard, especially when discussing critical thinking skills.

Interviewers want to hear how you evaluate and assess information objectively and how you make calculated decisions. Therefore, ensure that you come up with strong examples to questions you expect ahead of your interview. Create a list of past work experiences and tailor them to the required critical thinking skills. Highlight situations where you successfully provided rational advice, came up with thought-out solutions, and made fair assessments in your work. Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples.

Strong critical thinkers are essential in the workplace. Critical thinkers use their skills to evaluate and assess information in order to make decisions effectively. During your interview, it’s therefore important that your answers demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution.

It’s also likely that the interviewer will ask you about a time you have failed to solve a problem . Interviewers ask you about failures to assess whether or not you learn from your mistakes and if you’re self-aware enough to acknowledge times you failed. Also, it helps them identify if you take calculated and smart risks when it comes to making decisions.

Step 5: Use the STAR method to structure your answers

The STAR method allows you to concisely provide the interviewer an answer by logically walking them through the situation. STAR is an acronym that stands for a situation ( S ), your task ( T ) in that situation, the actions ( A ) you took, and what results ( R ) you got based on your actions. These are the basic steps you take in your walkthrough.

Below we discuss the STAR interview technique in more detail.

STAR Interview Technique

By using the STAR method, you can give an answer that includes exactly what the interviewer is looking for. Below, the STAR acronym is broken down into each step.

Start your answer by explaining the situation that you faced. The start of your answer ‘story’ should answer questions such as:

• What was the situation/problem?
• Who was involved?
• Why did the situation happen at that time?

It’s important to provide context around what problem needed to be solved. Furthermore, make sure to provide relevant details of why you had to use your critical thinking skills in that particular situation.

Next, explain your specific role in the task ahead. Include important details, such as specific responsibilities. Focus on giving the interviewer an understanding of your task in solving the problem. This part of your answer should answer questions such as:

• Why were you involved in that specific situation?
• What’s the background story?

After you describe your task, it’s time to specifically discuss the actions you took to solve the problem. Give the interviewer a detailed description of the actions you took. This part of your answer should answer questions such as:

• What steps did you take to resolve the situation you were in?
• Why did you choose to complete your tasks this way?

Finish your answer by discussing the results you got from your actions. Detail the outcomes of your actions and ensure to highlight your strengths . Also, make sure to take credit for your behavior that led to the result. Focus on positive results and positive learning experiences. This part of your answer ‘story’ should answer questions such as:

• What exactly happened?
• What did you accomplish?
• How did you feel about the results you got?
• What did you learn from the situation?
• How did this particular situation influence who you are as a professional today?

Sample Answers to Critical Thinking Questions

Below you will find some example questions. The examples are already written in STAR format so that you can clearly see how you can structure your answers when answering critical thinking interview questions.

However, these are ‘general’ examples. Do not forget to structure your own answers in a way that includes enough detail to convince the interviewer that you’re the right person for the job! This means that you need to tailor your answer to the specific skills required for the position you’re applying for.

Critical Thinking Question 1 : ‘Tell Me About a Time You Had To Solve a Challenging Problem At Work.’

‘In my position as a business development manager at ABC Software, I’m responsible for organizing all client events and conferences. ABC Software is a major player in the IT market, and during our events, we invite industry experts to speak on market developments. These events are used to attract new clients but also to maintain our relationship with our existing ones.

Over the last two years, we analyzed our attendee data and found out that our event attendance dropped almost 10%. Furthermore, we discovered that the retention rate of our clients also decreased. When we had to plan the next event, my team and I knew that we have to get our attendance levels back up for the events to stay successful. The goal was to get our networking event popular and recurring again.

I had an idea why the attendance levels dropped, but to get more information, I interviewed several sales consultants as well. The main feedback was that we should focus more on attracting new clients through social media channels. I communicated this with our marketing team, and we decided to also reach out to our client base and ask them what they would like to see on our future events. This led to interesting new insights on topics and speakers that we could invite, plus we also received input on how to improve networking possibilities during our events. Based on our research and feedback, I created a new plan of action to market our events through our social media channels to increase exposure.

After launching our marketing campaign, we immediately gained traction online, which led to an increase in advance registrations. For that specific event, we saw a total increase in attendance of 20% in comparison to the previous year. An online survey showed that the attendees were happy with how the way the new event was structured, and 80% of respondents said that it would be likely that they would recommend our events within their network.

My approach to increase attendance at our events did not go unnoticed. My department director asked me to make a presentation about how I tackled this problem and present this to the board.’

Why this is a strong critical thinking answer:

• This example shows that you’re able to identify issues and that you understand your responsibility to address them.
• The provided example is related but also relevant to the workplace. It’s also concise, which is perfect.
• This answer shows important skills, such as being proactive, teamwork , adaptability , problem-solving skills , and creativity .
• Taking responsibility to find out why the event attendance dropped and subsequently taking action turned out successful, which gives more weight to the situation.

Critical Thinking Question 2: ‘ Tell Me About a Time You Had To Make a Decision Without Complete Information.’

Situation & task.

‘In my current positions as a market research analyst, I have dealt with several situations where I had to make a decision without complete information. Even though it’s important to have all relevant and complete information, in this position, this just isn’t possible at times.

A recent example is when I had to make a sales prediction of a new innovative product feature we were about to launch. However, the product was new in the market in our area, which made it challenging to assess the expected market conditions to make an accurate forecast. 

In a situation where I do not have complete information, I start with analyzing the information that I do have and start working from there.   In this case, I researched information, documentation, and sales results of comparable markets outside of our region for comparison purposes. Furthermore, I called in expert advice of specialists of these comparable markets to get more accurate market knowledge. 

Based on the available information, additional research of comparable markets, and conversations with the experts, I developed a new spreadsheet with more adjustable parameters than normal because there were more uncertainties. Also,  I broke the sales forecast down into monthly, quarterly, half-annually, and annual figures. Breaking the forecast down into smaller timelines made it easier to make adjustments based on actual sales to make the calculations more accurate over time. 

I initiated a brainstorming session with my team leader to discuss my research findings and spreadsheet proposal. I value different points of view, especially from colleagues with more work experience that have dealt with these circumstances before . Based on the feedback I got, I made final adjustments to the report before turning it in.

Even though I did not have all the information required to make a solid prediction like I wanted to, it allowed me to provide my manager with a report with as few assumptions as possible. The product feature launch was a success, and the forecast turned out to be accurate within the set range. My manager asked me to make a presentation about how I approached this situation and explain the new forecast model to my colleagues.’ 

Why this is a strong answer:

• The provided example is to the point and demonstrates critical thinking skills.
• This answer shows other important skills such as problem-solving skills  and  adaptability .
• The answer shows that you’re a team player and that you involve others for the better of a project’s result.

Note : This is a basic example of how to structure a critical thinking answer. However, there’s a chance the interviewer wants you to go into more detail about which specific steps you took to deal with the situation of not having complete information.

Critical Thinking Question 3: ‘ Tell me about a time you convinced a coworker to implement a different process for better results.’

‘Personally, I believe that communication is essential in such a situation to find a way that works best for the company but also best for both of us. Finding a compromise is the main goal to get the work done to the best of our ability.

Task & Action

As a management consultant, I encountered a situation where I had to convince a coworker to implement a different process. A colleague disagreed with the way I wanted to handle an issue that we encountered along the way. To address this issue, I scheduled a meeting with him to discuss the situation. I asked him about his points of view and how he thought we should go about the project.

Even though we had differences in how we felt like how the project should be approached, we quickly concluded that our goal was the same; providing our client with a high-quality final product within the set deadline.

We talked about the project and the specific aspect about which we had a difference. I explained my point of view and that I had already encountered a similar issue in the past. Ultimately, my colleague agreed to tackle the issue in the method I proposed. His insights gave me a good suggestion which we incorporated into the project as well. After that, we successfully worked together and finalized the project in time, and according to the quality level we both were proud of.’

• The provided example is concise and relevant to the workplace where problem-solving skills are important.
• This answer shows important skills such as being proactive, problem-solving skills , persuasion skills, and adaptability .
• The answer shows that you’re a team player and that you listen to the input of others for the better of a project’s result.

Note : There’s always a chance that interviewers ask you follow-up questions about how you convinced your colleague. Make sure that you can answer those questions as well.

Rate this article

Your page rank:

Interview categories

• Interview Questions
• Cover Letter
• Interview Tips

Megainterview/Contact

• Career Interview Questions
• Write For Megainterview!
• Editorial Policy
• Privacy Policy / GDPR
• Terms & Conditions
• Contact: [email protected]

Sign-up for our newsletter

🤝 We’ll never spam you or sell your data

Popular Topics

• Accomplishments
• Adaptability
• Career Change
• Career Goals
• Conflict Resolution
• Creative Thinking
• Critical Thinking
• Cultural Fit
• Customer Service
• Entry-Level & No Experience
• Growth Potential
• Honesty & Integrity
• Job Satisfaction
• Negotiation Skills
• Performance Based
• Phone Interview
• Problem-Solving
• Questions to Ask the Interviewer
• Salary & Benefits
• Situational & Scenario-Based
• Stress Management
• Time Management & Prioritization
• Uncomfortable
• Work Experience

Popular Articles

• What Is The Most Challenging Project You Have Worked On?
• Tell Me About a Time You Had to Deal With a Difficult Customer
• What Have You Done To Improve Yourself In The Past Year?
• Interview Question: How Do You Deal With Tight Deadlines?
• Describe a Time You Demonstrated Leadership
• Tell Me About a Time When You Took Action to Resolve a Problem
• Job Interview Questions About Working in Fast-Paced Environments
• Job Interview: What Areas Need Improvement? (+ Answers)
• Tell Me About a Time You Were On a Team Project That Failed
• Tell Me About a Time You Managed an Important Project

Our mission is to

Help you get hired.

Hofplein 20

3032 AC, Rotterdam, the Netherlands

Turn interviews into offers

Every other Tuesday, get our Chief Coach’s best job-seeking and interviewing tips to land your dream job. 5-minute read.

• Career Advice
• Job Search & Interview
• Productivity
• Public Speaking and Presentation
• Social & Interpersonal Skills
• Professional Development
• Remote Work

Eggcellent Work

12 critical thinking interview questions and scenarios with sample answers  .

As a job applicant, you can expect critical thinking interview questions and you must be prepared with logical answers. Matt Plummer, writing for the  Harvard Business Review,  cites one survey of nearly 64,000 managers who felt “critical thinking is the number one soft skill” managers feel new applicants are lacking.

Critical-thinking skills are what enable you to use reasoning to reach logical conclusions when dealing with problem-solving, conflicts, and contributing to a group effort. Interviewers typically evaluate applicants’ critical thinking skills by asking critical thinking interview questions related to the applicant’s on-the-job experience.

Applicants can also expect to react to hypothetical critical thinking scenarios with answers or to create ideas for interview presentation.

While brainteasers and  fun critical thinking interview questions  are popular with some organizations, most prefer to challenge candidates with more complex, job-related critical thinking questions.

• The Ultimate Guide To Critical Thinking
• Is Critical Thinking A Soft Skill Or Hard Skill?
• How To Improve Critical Thinking Skills At Work And Make Better Decisions
• 5 Creative and Critical Thinking Examples In Workplace
• 10 Best Books On Critical Thinking And Problem Solving

12 Common Barriers To Critical Thinking (And How To Overcome Them)

How to promote critical thinking in the workplace.

Table of Contents

Here are 12 critical thinking interview questions examples with answers, or suggested approaches to crafting responses:

1. what does the term “critical thinking” mean to you.

This is a challenging question, because there is no universal consensus on what critical thinking actually is. Critical thinking is best defined by its differentiation between emotion and logic and the ability of the critical thinker to eliminate bias through self-knowledge and avoidance of group thinking.

Sample answer to Question 1:

“I believe critical thinking is arriving at answers and solutions to difficult questions and problems in a methodical way that removes bias and uncovers every aspect of the problem.

“Critical thinking, to me, is the opposite of emotional and biased judgment. It is asking the right questions by always questioning assumptions, using reasoning and logic, and respecting the collaboration process without getting stuck in an echo-chamber of group thinking.”

2. How would you describe your decision-making process?

You can expect this question because decision making and critical thinking are directly related. The interviewer wants to have an understanding of how you make decisions, so answer this question step-by-step, showing how you make thoughtful and smart decisions based on information and data.

Sample answer to Question 2:

“My first step in making a decision is to seek and gather information relating to my decision. I want multiple perspectives and I like to anticipate a variety of possible outcomes.

“Next, I think about how my decision will impact my workgroup and the company. If necessary, and depending on the situation, I often seek a second opinion so that I didn’t miss something I may have overlooked.”

Read More: 25 Valuable Informal Interview Questions and Answers to Learn More About the Job

3. How do you process new ideas and approaches?

This question evaluates your open-mindedness, which is also central to critical thinking. Critical thinkers are not afraid of abandoning traditional methods when something better turns up. Likewise, critical thinkers exercise judgment and evaluate the veracity and reliability of new information.

Sample answer to Question 3:

“I know that new ideas drive innovation in any organization, and I always try to be receptive. If something can be improved, I know that solutions are out there and have probably been tested and evaluated. If those ideas have applicability and potential, I test them on a limited trial basis before recommending they be applied on a large scale.”

4. Describe a time you had to use critical thinking to solve a problem.

Here is where the employer wants to find out if you have actually had to use critical thinking to find a solution to some problem or challenge. This is an ideal way to bring up examples of past accomplishments you have already  documented on your résumé.

How to answer Question 4:

State the problem, and how it may have been an unexpected challenge. What were the obstacles that you overcame with critical-thinking, rather than knee-jerk responses? Describe how effective teamwork and communication made it possible to arrive at a solution.

5. How do you go about completing a task without clear information?

When short-fused deadlines emerge, you often have to make decisions lacking all the information you need. Your response will be evaluated on how you demonstrate resourcefulness and perform well in the face of those limitations.

How to answer Question 5:

Say that you prefer to make decisions after taking in all the facts, but you recognize that sometimes you need to act quickly. Describe how you look critically at all the information available and use your intuition and good judgement to fill in any information gaps.

Describe how you may have relied on similar experiences in the past with successful outcomes. This is also an opportunity to demonstrate that you are not averse to asking for help.

6. If you are faced with multiple projects but only have time to complete three, how do you decide which projects to work on?

This is a way to demonstrate how you can prioritize tasks based on their importance and urgency. Critical thinking helps you distinguish what is important from the routine by applying criteria related to time, effort, and value.

Sample answer Question 6:

“If I was faced with multiple time-sensitive tasks, rather than rushing to complete any one of them, I would list the tasks in a single document according to urgency and deadline. I would farm out the less urgent tasks to subordinates or co-workers.

“Next, from the tasks remaining, I would flag those that are both important and urgent. For those tasks, I would order them based on their importance to the organization, as well as those that could cause damage to the organization if they cannot be completed. That would also include identifying the tasks that have the highest return on investment.

“After that process of elimination, I would choose three tasks that 1) bring the most value to the business, 2) are urgent, and 3) only I can complete.

“I would deal with the tasks that didn’t make the cut by either delegating them or seeking reasonable deadline extensions.”

7. How would you present a new idea or technique to your team?

In jobs that require presenting new concepts or skills to the team, employers want to know how effectively you can share information with others.

How to answer Question 7:

Think about your learning style—visual, audible, kinesthetic, verbal—and find a way to incorporate your style with the way you present information to others. Describe, for example, how presenting information to your team includes an understanding of learning styles and knowing that people can be engaged through a variety of visual presentations.

Provide specific examples of your past successful presentations.

8. How do you respond to opposing viewpoints in your workgroup?

Critical thinkers weigh both sides of any argument. Be prepared to address how you deal with opposing perspectives respectfully and constructively, even when one view is worse than the other.

How to answer question 8:

Demonstrate that you’re always open to a variety of well-meaning perspectives in the workplace. Listening to those opposing viewpoints refines your own opinions, which has the benefit of bringing opposing views to a middle ground.

Think about a time when you and a colleague disagreed on how to proceed on a project. Describe how you listened respectfully to your colleague, presented your case, and factually demonstrated how your approach could ultimately produce the best outcome.

9. How often do you ask co-workers for help?

Self-awareness is an important element of critical thinking. You need to know when to seek help from others when you encounter difficulties or obstacles on a project.

How to answer Question 9:

Your answer should demonstrate a balance between burdening busy co-workers and being stubborn to the point of freezing progress on a project.

Mention that you normally try to avoid asking co-workers for help, since they are busy with their own work.

However, you do recognize that a fresh approach and new eyes can help you overcome obstacles. Mention, too, that you are always ready to help out when asked.

10. How should friction between team members be dealt with?

Conflict resolution is a valuable critical thinking skill. Your ability to work with people who have different values and opinions is the key element in conflict resolution skills. You need to show a proactive, patient, impartial approach to defusing volatile situations.

How to answer Question 10

Mention that workplace disagreements can promote a healthy diversity of opinion. But when those disagreements become personal, they serve no purpose and can fester into grudges and long-term, toxic workplace problems .

Think about a time when you either helped deescalate a conflict or when you observed how your supervisor was successful in handling troublesome co-workers and conflict situations.

Read More: How to Handle Conflict with a Coworker in a Professional Way

11. How would you deal with a situation where a weak link in the team is affecting the quality of performance?

This is one of those critical thinking interview questions that assesses your ability to cope with a particularly sensitive workplace problem and how you tackle it proactively. You need to demonstrate that you don’t shy away from having uncomfortable conversations in a confidential and respectful way.

This is a hypothetical question you can answer either through thoughtful preparation or based on past experience—a group project in a college class, for example.

How to answer Question 11

In a job setting, you could describe how you would cope with a team member who was disrupting the delivery of a project. Your approach would be to consult with your manager in a respectful and confidential way.

Rather than pointing fingers, to offer solutions. You need to identify the cause of the colleague’s poor performance and recommend remedial action, more training or reassignment to a project where the team member could perform better.

12. What would you do if you noticed your supervisor made a mistake?

There could be a time when you will need to correct a mistake of a higher-level employee. Your challenge is to demonstrate critical thinking skills and find a professional way to correct the mistake in an ethical, professional, and polite manner.

How to answer Question 12

Say that your approach would be to meet with the senior employee privately to tactfully and kindly explain the mistake they made. You’ll need evidence and a suggestion on how to correct the problem.

Senior employees will appreciate the private meeting and the chance to consider ways to correct their mistake.

• Critical Thinking vs Problem Solving: What’s the Difference?
• Is Critical Thinking Overrated?  Disadvantages Of Critical Thinking
• 25 In-Demand Jobs That Require Critical Thinking and Problem-Solving Skills
• 11 Principles Of Critical Thinking  
• Hiring Manager Wants Me To Meet The Team: Is It A Good Sign?

Jenny Palmer

Founder of Eggcellentwork.com. With over 20 years of experience in HR and various roles in corporate world, Jenny shares tips and advice to help professionals advance in their careers. Her blog is a go-to resource for anyone looking to improve their skills, land their dream job, or make a career change.

Further Reading...

How To Write Thank You For The Interview Email (With 5 Samples)

How to Deal with Interview Questions and Answers Salary Expectations (With Examples)

Top Candidate but No Job Offer? The 9 Reasons Why You Didn’t Get Hired

No comments, leave a reply cancel reply.

Save my name, email, and website in this browser for the next time I comment.

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Research, expert insights, and resources to develop courageous leaders within your organization.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

10 unique and creative interview questions to ask candidates

Jump to section

Why should you ask creative interview questions?

Tips for asking creative interview questions

Creative interview question examples

10 unique interview questions and example answers.

When you only ask candidates common interview questions like, “Where do you see yourself in five years?” you’ll often receive answers that feel scripted and inauthentic. To help you determine if a candidate is right for the role, it’s time for you to refresh your repertoire and add some creative and unique interview questions to the mix. 

To help you determine if a candidate is right for the role, it’s time for you to refresh your repertoire and add some creative interview questions to the mix. 

Asking better questions also helps you stand out as a potential employer. In a tight labor market when in-demand talent is ... in-demand, the questions you ask tell the candidate a lot about what type of company, or hiring manager, you are. They are a powerful signal of what is important and valued and how you work.

A unique interview question like, “What was your best day at work this year?” helps you determine a candidate’s values and accomplishments. At the same time, it prompts them to think on their feet instead of reciting an answer that feels rehearsed. 

Good creative interview questions help hiring managers to find out who a candidate really is, so they can make the best hiring decisions. Of, course, it's even more important when using creative questions to ask the same questions of all of your candidates. 

Let’s explore some examples of creative interview questions and why it’s important to ask them.

Why should you ask creative interview questions? 

To determine whether a job candidate is a good fit for the role and can be additive to the company culture , employers need to ask the right questions . 

Standard interview questions like “ What are your career aspirations? ” or “ Why did you leave your previous job ?” are still an essential part of the interview process. They reveal important information, like whether someone left their employer on good terms. 

Although these questions are valuable, chances are, candidates have answered them more times than they care to admit. As a result, they’ll likely recite a response that they’ve already rehearsed. 

To dig beneath the surface and find out a candidate’s potential, you need to also ask engaging and creative interview questions. These types of questions reveal an individual’s unique personality, thought process, and ability to think on their feet. 

For example, asking an interviewee, “ How do you like to relax after a stressful day? ” reveals how they cope with daily stressors and look after their physical and mental well-being . This information can help you determine whether they’d be a good cultural fit for your organization. 

Creative brain teaser questions reveal a person’s problem-solving skills and ability to articulate solutions under pressure. 

Other creative questions help employees relax so that they can perform better during the interview. A recent survey found that 93% of interviewees have experienced job interview-related anxiety . 

Asking ice breaker questions like, “What was the most fun thing you’ve done this year?” can help relieve anxiety and get candidates to open up more. 

Creative questions are a great way to get honest answers so you can make a better hiring decision. 

Tips for asking creative interview questions 

Before you prepare your own set of creative interview questions, here are a few tips to keep in mind.

Avoid asking the wrong questions 

Every person should feel welcome and included in your organization . 

That’s why you should never ask questions that are offensive or discriminatory or make someone feel uncomfortable. These types of questions are usually related to race, sexuality, or politics. You also want to make sure you're asking culture add interview questions — not culture fit questions . 

Tailor them to the job candidate 

According to the Society for Human Resource Management (SHRM), preparing in advance helps interviewers make sure employment interviews are effective and valid . 

Do some preliminary research on your job candidate, and study their resume before drafting your creative questions. Try to tailor some of them to your candidate’s background and work experience. 

This way, you can strategically use creative questions to learn additional information about particular areas of your employee’s background. 

Have a specific purpose in mind 

Although creative questions can be fun, you shouldn’t use them for your own entertainment. You aren't trying to prove how funny or novel your company is — that will tend to backfire.

Just like other interview questions, they need to have a purpose. 

Whether they reveal a candidate’s integrity or how well they work with other team members , these unique questions should help you make an informed hiring decision. 

So try to avoid questions like “What shows do you watch?” The answer may be interesting to you, but they’re likely not relevant in a job interview. 

There are many different types of creative questions you can ask during a job interview. Let’s take a look at some of these types and when they should be used. 

Icebreaker questions

Warm-up questions are typically asked at the beginning of an interview to ease a candidate’s nerves and help them feel comfortable. This is also a chance for the employer to bond over a shared interest or experience and make a good first impression . 

For example, asking “Where is the next place you’d like to visit and why?” reveals a candidate’s fun side. If that’s somewhere you’ve also been, it’s a good opportunity to find common ground and relate to them on a personal level. 

Other examples of creative icebreaker questions include: 

• What’s the best book you’ve read , and why? 
• What’s the most interesting thing about you that’s not on this resume? 

Company culture questions 

These questions can help you determine if a candidate is a good fit for your company’s culture . 

For example, if you have a very team-oriented culture, you’ll want to ask a unique question that will reveal if your candidate values teamwork . 

Asking an unexpected question like, “What would be your strategy for surviving a zombie apocalypse” can reveal if they prefer to work alone or as part of a team. Their answer also provides insight into their strategic thinking and personal logic. 

A few other examples of company culture questions are: 

• How do you prefer your success to be recognized at work ? 
• What excites you most about coming to work? 
• If you became the CEO of this company overnight, what’s the first change you’d make? 

Creative thinking questions 

Creativity is one of the most sought-after transferable skills . Creative thinking questions evaluate a candidate’s ability to: 

• Come up with innovative solutions 
• Gain new insights
• Think outside the box 

For instance, companies like Yahoo use the question “What three objects would you bring with you if you were stranded on a deserted island?” to test candidates' creative thinking skills . This question also reveals what a person prioritizes most.

Other questions that reveal a person’s creativity are: 

• If you were an animal, which animal would you be and why?
• If you could only eat one meal for the rest of your life, what would it be? 

Creative interview questions engage job candidates and catch them off guard. Some questions reveal their personality, while others test their logic and reasoning skills. 

Here are some unique interview questions and what the candidate’s answers to these questions can reveal. 

1. What’s the best gift you gave someone? 

This icebreaker question reveals your candidate’s personal character and the kind of relationships they have with the people in their lives. 

For example, if they open up and speak fondly about a meaningful gift they gave a loved one, it shows they value interpersonal relationships . 

2. Is it better to submit a project that’s perfect and late, or one that’s good and on time? 

This unconventional question is one that the VP of HR at IMB, Obed Louissaint, liked to ask during interviews. 

Choosing to answer “good and on time” can reveal that a candidate understands the importance of time management and meeting deadlines. At the same time, it shows that they’re confident in their work and don’t spend time worrying if it’s good enough or “perfect.” 

3. If you could have one superpower, what would it be and why? 

This interview question seems unusual at first, but the answer can reveal a lot about a person.

There’s no right answer. Regardless of the superpower chosen, it’s the candidate’s ability to articulate why they chose it that matters most. It reveals their critical thinking skills . 

4. If you could have dinner with anyone, dead or alive, who would it be and why? 

The answer to this question can indicate what qualities and skills your candidate admires in others and tries to emulate. 

Their answers can also reveal a person's core values and what kind of people they like to surround themselves with. If their values align with those of your company’s, the candidate may be a good cultural fit. 

5. How lucky are you, and why? 

Airbnb uses this interview question to determine if a candidate is a glass-half-full or glass-half-empty kind of person. 

If a person says they feel lucky and expresses gratitude for the things in their life , they most likely have a positive mental attitude . 

6. Can you explain one concept you know really well to me in under 3 minutes?

If you’re interviewing for a sales role , asking this question is a creative way to test your interviewee’s communication skills .

Their ability to explain in a concise and engaging way is a good indicator of their sales skills and potential. 

7. What fictional character do you identify with the most, and why? 

Asking this question can reveal how a person views themselves and how self-aware they are . 

Someone with a high degree of self-awareness understands their strengths as well as their weaknesses. 

8. What websites do you visit most often and why? 

A person’s favorite websites are a window into who the job candidate is outside the workplace and how they will fit within your company culture. 

How do they choose to spend their downtime? Keeping up with world news or industry trends? Learning a new language? Working on a side hustle?

Depending on their answer, you can follow the question up by asking, “What’s an interesting thing you’ve read or learned there lately?” This ensures their answer is honest. 

9. If you were a crayon, what color would you be and why? 

A candidate’s answer to this question reveals their personality traits and creative thinking skills . 

So if you’re looking for someone who is innovative, you’ll be looking for unconventional, outside-the-box types of answers. 

10 . Tell me about a time you had fun at work. What did it look like? 

If your organization values workplace humor , fun , and social connections , you’ll want to hire someone who fits into that culture. 

If your candidate opens up and has fun with this question, it’s a good indicator they will fit in. That’s as long as their answer is appropriate, of course. 

Use creative interview questions to find the right candidate 

Job candidates have heard the same list of generic questions time and time again. 

Creative interview questions are a breath of fresh air to them and a differentiator for you. 

Asking common questions during the interview is still an essential part of the hiring process. But a few curveball questions help you dig deeper beneath the surface. 

By asking the right creative questions, you can get to know your candidate and their true potential, so you can make a better hiring decision. If you need to evaluate the candidate in action, consider a working interview . 

If you need help asking the right questions and building a thriving workforce, BetterUp can help. Reach out for a custom demo today .

Ace your job search

Explore effective job search techniques, interview strategies, and ways to overcome job-related challenges. Our coaches specialize in helping you land your dream job.

Maggie Wooll, MBA

Maggie Wooll is a researcher, author, and speaker focused on the evolving future of work. Formerly the lead researcher at the Deloitte Center for the Edge, she holds a Bachelor of Science in Education from Princeton University and an MBA from the University of Virginia Darden School of Business. Maggie is passionate about creating better work and greater opportunities for all.

110 unique interview questions to ask employers and stand out

35 behavioral interview questions to ask in your next interview, find the best candidates with a structured interview, it’s time to stop asking culture fit questions — think culture add, how to ace situational interview question every time, 6 examples of interview feedback to start using today, how to answer “tell me about a time” questions with confidence, 15 questions to ask at the end of an interview to impress recruiters, how to ace your second interview questions, similar articles, why a working interview can help you land your dream job (and candidate), 17 career development questions for managers to ask, roles and responsibilities: why defining them is important, 10 project management interview questions and how to answer them, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead™
• BetterUp Manage™
• BetterUp Care®
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

• Case Studies
• Schedule a Consultation
• Executive Search
• Professional Search

How it Works

• Our Approach
• Search Team

Our Technology

• Search Platform
• Operations & Finance
• Engineering & Technology

By Business Stage

• Early Stage
• Growth Stage

By Industry

• Gaming, Sports, Entertainment
• Healthcare/Health Tech
• Venture Capital & Private Equity
• Atlas Platform

By Investment

• Private Equity
• Venture Capital
• How It Works
• Job Descriptions
• Market Reports
• Tools & Templates
• Our Leadership Team
• DEI & B
• Atlas Login
• Expert Login
• Get In Touch

33 Unique Interview Questions To Shake Up Your Hiring

Are you asking unique interview questions?

Or are you asking everyday, run-of-the-mill ones?

Think about it this way: Those general questions everyone asks will likely get you equally general answers. Unique job interview questions tend to reveal unique answers, giving you insights into whether an interviewee is a good cultural fit, what kind of problem-solving skills they may have, and whether they have the right soft skills for a particular role.

In this article, we’ll cover some of the most common interview questions people ask when searching for professionals , the creative interview questions you should be asking candidates, and so much more.

Common Interview Questions

Here are some of the typical non-technical interview questions most employers ask:

• Tell me about yourself.
• What are your greatest strengths and greatest weaknesses?
• Where do you see yourself in half a decade?
• Why did you apply for this position?
• Why are you leaving your current employer?
• Do you have any questions for me?

While these are common questions, they're also very general and may not lead to the most insightful answers. Many candidates have heard these same questions dozens of times already, and their answers might not tell you much besides what they’ve already rehearsed or have been trained how to answer.

However, you don’t just want to throw them out completely. Instead, try to frame them more uniquely if possible.

We go over how to do just that in the sections below!

33 Unique Interview Questions To Ask Your Candidates

Ordinary questions are good for gleaning basic information, but you need uncommon questions if you want to go beyond the basics. Just remember that brain teasers — like Google and other tech companies used to be known for — probably won't provide you with the useful information you need to make sound hiring decisions.

Instead, ask questions that reflect your idiosyncratic workplace culture and let you know what it might be like to have the person working for you. 

Uncommon interview questions can also test a candidate's ability to think quickly and independently. Creative thinking, self-awareness, emotional intelligence, and alignment with your core values and company culture are other factors you can learn more about if you’re asking the right questions. 

A few caveats:

• Never ask questions that make your interviewee feel uncomfortable.
• Don't ask questions that are inappropriate, discriminatory, or refer to a candidate's protected class information (gender, race, age, ethnicity, etc.).
• Try to have fun with candidates because humor can relieve jittery nerves.

Curveball Questions

Sometimes, new jobs require team members to be quick on their feet or creative on the fly. Curveball questions are excellent at revealing these attributes in applicants.

Use these queries to challenge a candidate and assess their creativity and ability to think outside of the box:

1.  If you could be an animal (or kitchen utensil, tool, vehicle, etc.), what would you be, and why?

Since the answers to this question are virtually limitless, this one is a great way to assess imaginativeness and how a person thinks.

2.  How many windows are in Manhattan?

Will the person you’re interviewing attempt to puzzle out a logical answer, or will they come up with something creative? That’s one thing that this question can show you. It also demonstrates how quick people are at thinking on their feet.

3.  How would you sell ice cream in Alaska?

This is another great question to evaluate ingenuity. It places people in the difficult position of making a sale to people who may not necessarily need or want a particular product — at least, not until they hear the sales pitch.

4.  If you had $1,000 (or any amount) and needed to double it in 24 hours, how would you do it?

A day isn’t much time to double any amount of money, which makes this an excellent question for gauging creativity and how well people can think on their feet.

Icebreaker Questions

Icebreaker questions help candidates relax at the beginning of an interview. They also give prospects a chance to warm up their communication skills, give them a good understanding of your company's values and culture, and serve up a fun first impression.

Here are a few to try:

5.  If you could choose one superpower, what would it be?

This is a classic icebreaker and a great way to loosen up the conversation. It also gives you some interesting insights into what characteristics the candidate thinks are valuable. (“Fly? No thanks, I’d rather be invisible because…”)

6.  What TV or movie character would you most like to have lunch with?

This is another good question to get the conversation flowing. It naturally leads to a lot of fun follow-ups, like why you’ve chosen a particular character, and what you might want to talk about during this hypothetical luncheon.

7.  Which one do you love more — cats or dogs?

This icebreaker helps you get to know someone a little more personally since it will invariably lead to chit-chat about pets.

8.  If you were stuck on a deserted island and had all the food, water, and shelter you needed, what three personal items would you bring?

Some icebreakers also give you insights into creativity — and this is one of them. The answers could be anything, and they’ll almost certainly be interesting.

9.  Which literary character did you always dream of being?

There are all kinds of possible answers to this question. It’s a good way to break the ice by starting a brief conversation about favorite books and literary genres.

10. If you could visit any country on the planet, where would you go and why?

This question is a bit more rooted in reality than some of the other icebreakers on this list, but does start a conversation about more attainable aspirations or places they’ve already visited.

11.  What’s your go-to karaoke song?

Are they more of a “Freebird” or an “I Want It That Way” person? It doesn’t matter. But it is a fun window into musical tastes, which helps build personal connections and empathy .

12.  Do you think zombies should be slow or fast? Why?

The old “zombies versus zoombies” debate. The answers here will give you some interesting insights into the interviewee’s critical thinking skills — even if they’re being applied to something entirely fictional.

13.  Describe this job to an extraterrestrial who just landed in Central Park.

This might seem like a bit of a silly question, but it’s also a fun way to invite the interviewee to relax and encourage them to be creative.

Company Culture Questions

In a perfect world, all new hires will be a great cultural fit. Unfortunately, that’s not always the case. That’s why you should create a set of unique questions that reflect your workplace culture on the outset.

Use the following to help inspire you:

14.  Tell me about a time you set a challenging goal for yourself and how you accomplished it.

These answers will reveal how much effort interviewees will expend on challenges. Have each interviewee walk you through what they did to take their goal from a nebulous idea to a concrete reality. In a company with a good culture, people tend to tackle challenges with positivity — and this question is a good way to discover how candidates might act when challenges arise in your company. 

15.  Describe the work environment that will help you to contribute most effectively.

This answer should paint a picture of the candidate’s ideal workplace. This response will help you assess whether the candidate will flourish in your company or wither in an incompatible culture.

16.  What kind of oversight would your ideal boss or project manager provide?

The response will reveal how self-directed your future employee is. If your company’s culture depends on autonomy, you can use this question to weed out the types of people who need an excessively hands-on management style. 

17.  What project is your most significant career accomplishment?

You want team members whose actions add value to your company — and whose career goals align with your culture and your company’s own goals. If the applicant talks about an impressive achievement you’d like to see within your own company, then this is likely someone you want to bring on board.

18.  What are the three most important attributes you’ll bring to our company?

Make sure the values your applicant mentions are congruent with those of your own workplace. If they’re wildly divergent, this person may not be a good cultural fit.

19.  Talk to me about a period in your life when you had to conquer a significant limitation that stood in the way of you accomplishing a goal.

By asking this, you’ll get insight into how good an applicant is at transcending tough challenges. The question might also help tease out their problem-solving style, which can be a useful tidbit that helps you assess for a cultural fit.

20.  What excites you most about this job?

This one will help you discover if prospective employees are passionate about the job they’re applying for. Lackluster responses can indicate poor cultural fits.

21.  How would your co-workers describe you?

This question will help you assess how candidates will work with their colleagues. Assess answers according to your company’s culture. For instance, if teamwork is a huge part of your culture, and the prospect answers that they’d be described as a loner, then that candidate may not be the best hiring decision for your company.

22.  How would your current boss rate the quality of your work?

To keep your company’s culture positive, you need to hire positive people. This question can tell you whether candidates react positively or negatively to feedback. With that, if the applicant uses this time to rant about a previous supervisor, this could be a red flag .

23.  How will your skills contribute to the accomplishment of our company's mission?

These days, applicants are expected to conduct preliminary research on the company they want to work for. This question will show how much initiative the candidate took to investigate company culture, required skills, and other key aspects of the job.

24.  How are you going to continue to develop your professional skills and knowledge?

You want to hire interviewees who passionately believe in the power of continuous improvement and professional development — and your company culture should promote these things. Ask this question to learn about a candidate’s career goals and where they may need to improve or expand their skills.

Creative Thinking Questions

The next set of questions you should ask are those that help you assess a candidate’s creative thinking skills. These types of questions are designed to elicit unique answers so that recruiters can find the right talent for jobs that require a high degree of creativity.

Here are some examples to try in your next interviews:

25.  Pitch my business to me as if you were me, and I was an investor interested in buying the company.

The candidate’s response will show you how skilled they are in the art of persuasion . Not only does this speak to creativity, but it will also reveal the depth of understanding about what your company does — and the candidate’s ability to sell your product or service.

26.  Name a professional experience you would never want to go through again. 

This question shows you how good the candidate is at learning from mistakes. What’s more, creative people can usually extract value from even the worst situations — and this question will help reveal this.

27.  Is it better to have a job done perfectly, albeit late, or merely good but on time?

You don't want someone who can't meet deadlines because they're paralyzed by perfection . Creatives need to understand that true perfection is impossible — and that they need to let go in order to make deadlines.

28.  In five minutes, can you explain something to me that you know well?

Anyone who can give an impromptu explanation about a subject they know well is not only creative but possesses a valuable communication skill .

29.  Tell me about a time you felt like a miserable failure. 

Answers here will tell you if they can take ownership of mistakes and learn something from them. Creative thinkers don’t simply brush away failures. Instead, they recognize where they fell short and how they would do things differently in the future.

Just beware of the candidate who claims to never mess up — and of those candidates who always place the blame somewhere other than themselves.

30.  What's something you'd be ecstatic about doing every day for the rest of your professional career?

This question will uncover where candidates are most likely to be creative. It also reveals what makes candidates happy at work, which is an excellent way to gauge whether they’ll stick around for the long term.

31.  If I gave you $100,000 to build your own business, what would you do?

The kind of venture the candidate chooses can be quite revelatory, giving you more than a mere glimpse into their interests. These answers will also tell you how much business acumen candidates offer, what their decision-making abilities look like, and their values.

32.  What's the most significant decision you made in the past year?

This is another question you can ask to gauge an applicant's creativity and decision-making prowess. Find out if the decision was a snap decision, or if the candidate stewed over it for a while.

33.  If you were tasked with re-branding this company for the (BLANK) industry, what would the press release's headline be?

This question is a chance for applicants to show off creative thinking abilities regarding promotions and marketing . 

3 Best Practices For Picking & Asking the Right Questions

Track your data.

Don’t just formulate questions and throw them away when the interview is done.

Instead, meticulously track the answers to each question so that you can track how effective each one is in giving you the information you need to make good hiring decisions. 

Be patient because this process will take some time. You’ll need to get to know your new hires throughout the hiring process, then spend some time working with them. After enough time getting to know a new hire, you can go back and assess their interview question responses for accuracy.

You can also track various metrics like employee retention and employee satisfaction. Low scores in either of these areas can indicate less than stellar talent acquisition processes — and asking the wrong questions during the interview could be part of the problem.

Either way, take what you learn from your analysis and continuously refine your interview questions so that they become even more effective at doing the job they need to do.

Match Your Questions to the Candidate

Candidates will research you during the job search — and you should do the same during your search for new hires . Come up with tailor-made questions for each candidate such that they reflect duties from their last job, their interests, their values, and so on.

Great questions will also align with the job offer, too. 

For example, you may not need to waste time asking candidates how they’d respond in high-stress situations if the job opening is for a low-stress position. You also wouldn’t want to ask doctors applying for an opening at a hospital how they’d market that hospital to the public. 

Instead, find questions that relate to both the job and the candidate to better assess skills, creativity, and other factors.

Interview Them in a Restaurant or Other Non-Office Setting

By interviewing your candidate in a place other than the office, you’ll take some of the pressure off. It’s also a good way to see potential future employees in a different light than a formal office setting — which can help you better connect on a personal level.

Remember: Interviews shouldn’t feel like stressful performance reviews. Instead, they should help you get to know candidates — and help candidates get to know you — so that everyone involved can make the right decision.

Simplify Your Hiring Process With Hunt Club

Creating and refining interview questions (then tailoring them to match the candidates and job descriptions you’re working with) can be difficult. However, if you approach this task the right way, you’ll see a big increase in the quality of your hires.

Meanwhile, if you’re looking for ways to make the hiring process easier, look into Hunt Club. 

We help make every step of the hiring process easier. That’s because we leverage automated sourcing technology and top referrals from our network of experts to source, qualify, and hire top-tier talent.

Topics Discussed

• Interviewing
• Recruitment

TOP STORIES

SUBSCRIBE TO OUR NEWSLETTER

Get the latest in your inbox., find your future leader with hunt club.

Get Started

Top 30 Unique Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

By Mike Simpson

Many job seekers live in fear of unique interview questions. Google became notorious for being unconventional, asking its candidates to solve brainteasers during the meeting. If the idea of that isn’t anxiety-inducing, you’re in the minority.

But that doesn’t mean you should worry about the possibility of weird interview questions. First, they aren’t as widely used as they once were. In fact, Google eventually banned many of the worst ones , something most candidates probably appreciated.

Second, unique interview questions can be an opportunity to shine. You can show off certain traits that are hard to demonstrate otherwise, like problem-solving capabilities and a calm demeanor under pressure.

That’s awesome, right?

Ideally, you want to make the most of weird questions, ensuring they work in your favor instead of against you. So, come with us as we explore the strange questions you might face during your next interview.

How to Answer Unique Interview Questions

Okay, we know you want some stellar examples. But before we get into that, let’s take a moment to talk strategy.

Because, with the right technique, you’ll be better equipped to adapt to the unexpected.

Generally, unique interview questions aren’t going to be straightforward. Instead, they are going to be behavioral interview questions or possible full-blown brainteasers.

For behavioral interview questions, the best way to start is by learning the STAR Method and the Tailoring Method . Together, those techniques help you create powerhouse responses that are relevant and engaging. Perfect, right?

But what about brainteaser interview questions? Well, many of those weird interview questions ask you to handle obscure scenarios. When that happens, you can use the same strategy as you would with behavioral interview questions.

Easy peasy.

Now, if it’s another kind of brainteaser, like one asking you to complete some impossible calculation, don’t panic. Being able to explain how you would work the problem is what’s important. Discuss how you’d approach finding an answer, using a step-by-step sort of approach. Your answer can be wrong as long as you’re thinking is sound.

For quirky questions, it’s also okay to have to give a humorous response. Funny questions can call for a funny answer, so don’t be overly serious if the question is a bit absurd.

Ultimately, what the hiring manager is trying to gauge how you think and get glimpses into your personality. That makes it easier to assess your traits and culture fit.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers mainly ask you more generalized interview questions along with these types of unique specific questions!

Click below to get your free PDF now:

Get Our Job Interview Questions & Answers Cheat Sheet!

FREE BONUS PDF CHEAT SHEET: Get our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you " word-word sample answers to the most common job interview questions you'll face at your next interview .

CLICK HERE TO GET THE JOB INTERVIEW QUESTIONS CHEAT SHEET

Top 3 Unique Interview Questions

If the hiring manager is using weird questions to ask during an interview, they are comfortable coloring outside of the lines. That isn’t necessarily common. It’s more likely that your interview will end up pretty conventional, instead.

This is especially true now that there is evidence that brainteasers aren’t particularly effective at estimating the likelihood of success. That’s why many hiring managers are more direct.

However, some unique interview questions are useful. With that in mind, here’s a look at the top three weird or funny questions you might face during your interview.

1. If you could have any superpower, which one would you want?

No, the hiring manager isn’t trying to gauge your knowledge of comic book culture. Instead, this question can help them learn about your interests, goals, or even your shortcomings.

Many people choose powers that let them overcome a challenge they’ve faced. However, it’s also okay to focus on enjoyment or practicality, too.

EXAMPLE ANSWER:

“If I could have any superpower, I would want the ability to fly. The ability to visit different countries, skip over traffic jams during a commute, or avoid needing a ladder when I clean my gutters is just too enticing.”

2. What title would you give your autobiography?

This question forces you to be brief. However, you can also explain why you chose a particular title, giving you a bit more space.

“If I had to title my autobiography, I believe I would choose, ‘I Wanted to, So I Did: A Journey in Facing Challenges and Overcoming Obstacles to Head Toward a Dream.” While I love my life, it hasn’t always been easy. But I took the lessons I learned to move forward, ensuring I could persevere and stay on target, even through difficulties.”

3. If your house caught fire, once your family and pets were safe, what three things would you try to save?

This question is all about priorities. The hiring manager wants to learn a bit about what you value, which may help them determine if there’s a culture fit.

“If all of my loved ones were safe, I would want to save my document folder, laptop, and great grandmother’s bracelet. My personal document folder holds critical paperwork, so having it would help me get back on my feet with greater ease. My laptop has my photos, and is also a versatile device for entertainment, giving me comfort during challenging times. As for my great grandmother’s bracelet, it’s a family heirloom that has been passed down, so it has significant sentimental value.”

27 More Unique Interview Questions

Here are 27 more unique interview questions you might encounter during your interview:

• If you could step into the world of any book, which one would you choose?
• What about life fascinates you?
• If there was going to be a movie made about your life, who should be cast as you?
• Imagine you were shipwrecked on a deserted island, but all of your basic necessities were handled. What two extra items would you want to have?
• What is the first thing you’d do if you won the lottery?
• If you could become any animal, what would you choose?
• How many people do you think are logged into social media right now?
• If you were given six months where you didn’t have to worry about money, personal, or professional obligations, how would you spend that time?
• If you could have dinner with anyone, living or deceased, who would you choose?
• What type of car would you be?
• If you were a piece of productivity software, which one would you be?
• How would you figure out the weight of an elephant without using a scale?
• When you start spring cleaning, would you begin with your car, desk, or kitchen?
• How many lightbulbs are in this building?
• Tell me five different ways you could use a stapler when it runs out of staples.
• What is your favorite food, and why?
• If you got to set the price, how much would you charge to rent out Central Park?
• On a scale of 1 to 10, how weird are you?
• If you had to pick a song to describe your work ethic, which one would you choose?
• If you found a penguin in the office fridge, what would you do?
• Tell me about your best McGuyver moment.
• If you were handed $50,000 to start a business, what kind would you start?
• How many basketballs would fit in my office?
• Which is better, a room that’s a bit too hot or a bit too cold?
• Are you a Coke or Pepsi fan?
• If your last boss had to give your eulogy, what do you think they’d say?
• If you only had one month to live, how would you spend it?

5 Good Unique Questions to Ask An Employer at the End of an Interview

At the end of your interview, the hiring manager will usually give you a chance to ask a few questions of your own . Since the door is essentially wide open, why not use some weird questions that the hiring manager may not expect.

If you want to take the unconventional route, here are five unique questions to ask an employer at the end of an interview.

• What is the one thing missing from this team that you hope this new employee can bring to the table?
• What do you think is the secret to success in this job?
• If you had to pick a single skill as a priority for choosing a candidate, which one would it be?
• What’s the biggest mistake you see employees in this role make? How I make sure I avoid it?
• When you were offered this job, why did you say “yes”?

Putting It All Together

Ultimately, there’s no reason to fear unique interview questions. Use the tips above to prepare for your interview , and you’ll be in good shape.

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

Download our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you word-for-word sample answers to some of the most common interview questions including:

• What Is Your Greatest Weakness?
• What Is Your Greatest Strength?
• Tell Me About Yourself
• Why Should We Hire You?

Click Here To Get The Job Interview Questions & Answers Cheat Sheet

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

Copyright © 2024 · TheInterviewguys.com · All Rights Reserved

• Our Products
• Case Studies
• Interview Questions
• Jobs Articles
• Members Login

An Employ Inc. Brand

• Work Smarter
• Lever for SMBs
• More Than an ATS
• Happy Customers
• Professional Services
• Customer Support
• Lever University
• Help Center
• LeverTRM for Enterprise
• Solution Add-Ons
• Lever Integrations
• Diversity, Equity and Inclusion (DEI)
• Reporting and Analytics
• High-Volume Hiring
• Recruitment Marketing
• Recruiting Services (RPO)
• Content Library
• Events & Webinars
• Talent Maturity Assessment
• Developer Documentation
• Partner Integration Process

• Diversity at Lever
• Referral Program

• Request a Demo

Unique and Weird Interview Questions to Ask Candidates

Every company is different, so it’s only right for companies to have interview questions that are as unique as well.

Unique interview questions can test a candidate’s ability to go with the flow or fit in well with a team, but each interview question still needs to have a purpose beyond just having fun.

Before you see examples of weird and unique interview questions, lets cover how these kinds of questions are best used in the interview and how these questions should not be used.

How to Use Unique and Weird Interview Questions

Strange interview questions are a common practice in companies as large as Amazon and Tesla, but you should avoid misusing these interview questions.

When customizing and using weird and unique interview questions, always use these guidelines to protect candidates and your company.

Don’ts for Unique and Weird Interview Questions

• Never ask questions that make your candidates feel uncomfortable.
• Never ask questions that are inappropriate, discriminatory or reference a candidate’s protected class information (gender, race, ethnicity, age, etc.).
• Never ask strange or silly questions unannounced or sporadically throughout the interview (this makes you look unprofessional and unorganized).

Do’s for Unique and Weird Interview Questions

• Always try to have some fun with candidates (levity can relieve interview nerves, helping candidates perform better and reveal more fit factors in interviews).
• Always have a purpose for the questions you are asking (breaking the ice, testing a candidate’s ability to think on their feet, revealing personal/professional interests, etc.).
• Always evaluate candidate responses objectively against the intended purpose of the questions you ask.
• Always tell candidates before you transition from serious interview questions to fun ones, so they can have an enjoyable interview and so you can get the right kind of answers.

Unique and Weird Ice Breaker Questions

Ice breaker questions help candidates relax at the beginning of interviews, give them a chance to warm up their communication skills and give them a fun first impression. They can also be a good way to test for culture fit and general candidate attitudes.

Use these questions to help candidates warm up at the start of interviews and to give them a taste of your company’s culture.

• If you were stuck on a deserted island (and had all the food, water and shelter you needed) what 3 personal items would you bring?
• What fictional character do you identify the most with? Why them?
• If you could go to any country (that you haven’t been to) where would you go and why?
• If you were a superhero or supervillain, who would you be? Did you choose this character because you are like them or because you aren’t and would like to be?
• What was the last present you got for somebody?
• What language would you like to learn one day? Why?
• Would you rather ride a giraffe to work or an elephant? What are the advantages and drawbacks of your preferred method of transportation?

Unique and Weird Company Culture Questions

Unconventional interview questions can help you identify fit in candidates and make your company a standout opportunity for the people you interview.

For instance, if the team you’re hiring for are all sports fans and always have a game on in the background, asking candidates about their interest in sports can be good for revealing fit. On the other hand, remember that diversity makes strong teams, and you should never pass on great hires just because they don’t like Star Wars (even if the job is at Lucas Films).

Use these questions to help you find culture fit in your candidates or to help you design unique culture questions of your own.

• Do you come to work just to work, or do you like to socialize along the way?
• What inspires you to work in this industry?
• Tell me about a time when you felt like a hero at work.
• Tell me about a time when a job or company felt like a bad fit for your personality and why.
• Tell me about a time when you were part of a team that was fun to work with. How did you balance productivity and fun with your co-workers?
• Tell me about the most unique company event or outing you’ve ever participated in. What made it so unique and did you have fun?

Unique and Weird Creativity Questions

Some jobs require candidates to be creative or quick on their feet, and curveball interview questions are great at revealing these qualities in candidates.

Use these questions to evaluate the creativity of candidates for roles that depend on creativity or general “outside-the-box” thinking.

• Name 5 uses for a stapler other than stapling.
• Do you think zombies should be slow or fast? Why?
• If you had to organize everyone in the country into a giant game of duck duck goose, how would you do it?
• How would you transport 10,000 sharks safely across the country in the most efficient, safe and cost effective way possible?
• If you were given the task of rebranding this company for the _________ industry, what would the headline of the press release be?
• How would you describe your company’s office building to a blind person?
• Describe the purpose of this job to someone from another planet.
• How would you pitch this company to a friend?

Unique and Weird Reasoning Questions

Unusual logic problems can be fun for analytical jobs, but don’t use an arbitrary logic problem to choose your next hire (unless their job is writing arbitrary logic problems).

Use these questions to test the general reasoning ability of candidates, the way they solve problems and their ability to work through unusual and challenging problems.

• How many cars are there in Los Angeles?
• How many sandwiches are eaten in America every year?
• You have a 3 gallon bucket and a 5 gallon bucket, how do you measure out exactly 4 gallons?
• If you get a 25% raise at the end of your first year and now make 75,000/year, what was your starting salary?
• You have a 50 story building and a supply of identical pairs of paper weights. When dropping these paperweights from different stories, how would you find the story from which these paper weights break while breaking the fewest number of paper weights?
• How many combinations of 2 rolled dice will result in 6?
• Why are manhole covers round?
• You encounter 2 doors and 2 guards. One doors leads to doom, the other, to ice cream! One of the guards only tells the truth, the other only lies (and you don’t know who’s who). You have to choose the right door, but you can only ask 1 question of one guard. What do you ask the guard to pick the right door?

Unique and Weird Big Picture Questions

Asking unique big picture questions shows you how a candidate might relate to your company as an employer and shows you their ability to think in a big picture way.

Use these questions to show you how your candidates relate to and understand the big picture of your company.

• If you were the CEO of our company, what would your 5 year plan be?
• If you were interviewing me for my job, what would you want to know about me?
• If you had an unlimited budget, what innovation would you want to create in our industry?
• How could AI potentially change our industry?
• What do you think our industry is going to look like in 10 years? Will it still exist?
• If you were given 10 Million to help solve a world problem, what problem would you choose and how would you contribute to the solution?

Final thoughts: Unique and Weird Interview Questions

Diversity makes strong teams and strong companies, and using unique and weird interview questions will help reveal the uniqueness of candidates you interview.

Just be sure that the questions you’re asking are truly reflective of your company’s culture or otherwise have a specific purpose, even if that’s getting a candidate to relax before you get to tough questions.

To help you get great candidates into the interview chair who will love your unique questions, Lever Nurture helps you engage candidates at scale with automated and personalized email campaigns.

Once you’ve nurtured their interest in your company, you can secure the interest of these unique candidates with the help of these weird and unique interview questions, or use some of our other interview question samples.

• Behavioral Based Interview Questions
• Competency Based Interview Questions
• Phone Interview Questions to Ask
• Interview Questions to Discover Commitment and Motivation
• Interview Questions for Developing Others and Teams

Enhance your recruitment process and interviewing efforts with LeverTRM. Find out how our ATS and CRM solution can help your talent team scale hiring and streamline TA operations .

Further reading

Expert panel interview tips for today’s hiring teams, providing a positive recruitment experience: a guide, the importance of speedy interview scheduling.