Employee skills assessment becomes an even more difficult process when you try to hire for both skill and culture fit. Some companies, like Google and Dell, accomplish this dual task by lobbing oddball interview questions that candidates couldn’t possibly have prepared for. The conventional thinking behind this method - at least, as conventional as asking these kinds of questions can be - is that forcing candidates to express creativity in a sink or swim situation can tell you a lot about home someone would act in a high-pressure job.
The question is: Do Oddball Interview Questions Work?
What do you think? Do these oddball questions provide insight into candidate behavior and attitudes?