There are no two identical job interviews, every HR expert composes different interview questions based on different viewpoints, then select the suitable candidates. There are four questions that they do not always use, although it would make selecting the best workforce in every aspect significantly simpler.

Before we get to the questions, let us look at the problem with the typical questions such as ‘What are your weaknesses?’. The question is important, so is the answer, but it is also predictable, since applicants will not reveal their weaknesses easily. That is why they will give you answers like ‘I’m detail-oriented’, or ‘My work is too picksome’ that are in fact positive attributes.

Questions and answers, however, from which we can get a picture of the personality and character of the candidates help making the right choice, that is, finding the best applicant.

1. ‘What are the two characteristics Your parents taught You that You would definitely like Your children to have as well?’

This question sheds light upon things that are of particular interest to the candidate. If we would like a detailed answer, we can ask the respondent to elaborate on it.

2. ‘How much is 25 x 25?’

For this question the emphasis is not whether the applicants can give an accurate answer and can reckon in their head correctly, but how they react to a suddenly emerging problem: angrily, or offensively? Or they take it as a challenge and try their best to solve it? Employees can face difficulties like this at work any time. The reaction also shows how they would handle situations like this in real life.

3. ‘Name three people in Your life on whose life You had a positive impact. What would they say about You if I called them tomorrow?’

The question itself is much more useful than calling those people the candidate named, since they did not name them by chance to provide reference for their work.

Companies need employees that have a good impact on each other, lift each other up. If a person tends to and is capable of selfless mentoring, it can have a domino-effect on the organization and affect the community positively, as well as work.

4. ‘Ask Yourself if You would like to do leisure activities with the candidate!’

If the answer is yes, the applicant and his/her personality must have made a good impression on You, not only his/her work experience and competences.

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