How to Throw a Curveball During the Job Interview

In major league baseball, a 95 mph fastball is not unusual. It’s the staple of most pitchers, but it’s not their only pitch.

That would be too predictable.

Batter up!

The same holds true during the interview process. We’re not saying that your relationship is adversarial and you’re trying to strike out a candidate or, worse, hit them with the ball (in which case, they get an automatic base). But the interview is one of the most important processes in hiring, and a lot of hiring managers tend to stick to just resume-related questions. Granted, they may be great questions, but the sharper candidates are going to be ready for them—sometimes even scripted, as they simply recite facts directly from their resumes.

Is the candidate ready to play?

Like a pitcher, you need to throw candidates at least one curveball, slider, changeup or even a knuckleball—a question that isn’t on the resume—the question they can’t prepare for that throws them off their game a little. These questions allow interviewers to discover what kind of person candidates are and how passionate they are about their career and your company. These questions let you find out if they are the right fit for your organization and team, whether you’re looking for a permanent hire or a contract placement.

In her article “4 Questions to Get Candidates Out of Performance Mode,” Kelsie Davis lists four great, easy-to-remember questions that could give you valuable insight into a candidate’s real personality.

These questions are a great place to start, but let us know if you need a few more. We’ve been pitching in the majors for a long time.