The December 24, 2011 edition of the Wall Street Journal contained an article entitled "How to Ace a Google Interview". The article mentioned the fact that it is harder to secure a job at Google than it is to be accepted into Harvard. Past Google job candidates recount being given interview questions that are, to be succinct, just plain odd. The article highlights one such unorthodox interview question involving a blender and a reduction in mass and points to the reason why Google makes candidates squirm: "Google isn't looking for the smartest, or even the most technically capable, candidates. Google is looking for the candidates who will best fit Google". The idea, in any interview, is to make sure the candidate is the right person for the position and for the company culture. My favorite interview question cited in the article is the one asked of candidates at Zappos. What would your response be to "How weird are you"? Zappos preferred response is that you are somewhere in the middle. What would your answer be? I'll have to think about what animal I am or what color best expresses my personality. This is all interesting stuff to ponder but how beneficial are these types of questions in the interview process?
I was reminded of the Wall Street Journal article when today's edition of the Journal contained a letter to the editor from Martin B. Robins of Barrington, Ill. that was given a title which concisely sums up how Mr. Robins feels about Google-type interview questions: "Smart-Aleck Drivel in Job Interviews". Questions like "What do you think of garden gnomes" purport to "find a connection between...drivel and job performance" according to Robins.
Does your organization utilize any unorthodox interview questions? Have you posed those questions to the top performers in your organization to benchmark desired replies? Check out glassdoor.com's list of "Top 25 Oddball Interview Questions of 2011" and answer a couple yourself...
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