One way we've found to avoid costly hiring mistakes is to spread thoughtful and provocative questions across the interview team. You owe it your company to analyze how the candidate thinks on her feet.
Once again, we find recruiters, consultants and hiring managers trying to ask cute and quirky questions in their attempt to play closet psychologist in predicting future performance.
STOP listening to this advice. It's silly, irrelevant, and useless in predicting future performance.
Instead, focus on making the interview more like real work with seeking examples, role-plays, walking around, pretending the candidate is a consultant on your most pressing current problems.
A clear and precise understanding of the outcomes and deliverables in the role will provide a significant number of interview questions to both validate past comparable performance and understand future potential.
There is NO correlation to asking these silly questions and on the job performance. All these questions prove is the hiring manager's ability to ask cute and quirky questions. My personal perception is that the reason these questions get asked is that no one on the hiring team really understands how to interview effectively and what real performance in the job looks like.
Master of Hiring Accuracy
Doctor of Hiring Failure and Pain
Prognosticator of Radical Hiring Improvement