Why do hot dogs come in packages of 10 and hot dog buns come in packages of 8?

What is the funniest thing that happened to you recently?

On a scale of 1–10, how weird are you? 

If you could choose one song to play every time you walked into a room for the rest of your life, what song would you choose and why?

These are just a few of recruiters’ favorite “weird” interview questions. Perhaps you’ve been on the receiving end of similar questions, or maybe you’ve asked some yourself, but can we all agree—they’re a little strange, right? Strange, but not necessarily uncommon (we’ve even heard of interviews made from only avant-garde questions!). Yet weird questions still catch interviewees off guard. And that’s exactly why they’re so important to ask—weird interview questions deviate from the typical rehearsed interview  to uncover how candidates think, how they handle unexpected situations, and how they might fit with the organization’s culture. Weird questions can also gauge important soft skills, such as emotional intelligence, compassion, introspection, and honesty. When deployed correctly, weird interview questions are powerful tools, but to get results, the interviewer has to know what to look for in an answer.

In the hot dog example above, it’s all about reasoning and composure. Practical candidates may reason that hot dogs are often purchased in multiples for parties, or that replacements may be needed for buns that fall apart when opened. Creative candidates may reason that leftover buns offer an opportunity to create garlic bread or a PB&J. It’s the interviewer’s job to know what personality traits will fit best with the job opening. This goes double for cultural-fit questions like, “If you were stranded on an island, what three things would you bring?” A candidate who would bring a survival knife, a matchbook, and an insulated blanket is very different from a candidate who would bring a bottle of scotch, yoga pants, and a copy of Crazy Rich Asians.

So remember, a weird question is not about tricking or throwing off your candidates, it’s about getting an intimate snapshot into their personality and thought processes—one you can’t get with the interview questions they’ve answered a thousand times. You just need to know what you’re looking for. And you can guarantee that weird question will stick with your candidates, enough for them to share it with their family and friends. How is that for brand awareness? So enjoy crafting your oddball interview questions!