Advantages of casual interview questions

Casual job interview questions are more informal than traditional interviews, which can help put job seekers at ease. Candidates who feel relaxed might be able to give more honest and detailed answers. They might also feel more comfortable showing their personality, which makes it easier for you to determine how they’d be a culture add for your business.

For your hiring team, casual interview questions may be easier to ask than formal questions because they often feel more like a conversation. This helps create a friendly atmosphere that represents your company culture.

Tips for using informal interview questions

If you’re accustomed to a traditional job interview format, it may take time to adjust to casual interview questions. Here are some ways to make the process easier for you and your candidates:

• Choose an appropriate setting. Select an informal setting for the interview, such as a lounge area or the break room. You might also opt for a virtual interview or choose a third location, such as a coffee shop. A relaxed location can feel less intimidating than a formal conference room or an executive’s office, making it easier to turn casual interview questions into a two-way discussion.
• Use a relaxed dress code. Instead of formal suits and business attire, ask everyone to wear casual or business casual clothing. Candidates may feel more comfortable answering informal questions when they feel comfortable in their outfits.
• Start with a friendly conversation. Open the job interview with a relaxed chat about the weekend, current events or the weather. This gives candidates a chance to ease into the conversation. When the conversation reaches a natural stopping point, you can transition naturally into your opening interview questions.

No matter what strategies you choose, make sure to prepare your hiring team in advance. When they’re relaxed and natural, they’re better able to help candidates feel welcome and comfortable.

Casual interview questions to help put candidates at ease

These interview questions are designed to create an atmosphere that helps candidates feel at ease. They’re designed to help reveal the candidate’s personality, providing insight into their attitudes, opinions and behaviors.

1. Did you have any trouble finding the office? Was there any traffic on the way in?

Asking about the trip to your office shows concern for the candidate and appreciation for their time and effort. This question is easy to answer, so it’s a great way to open a casual job interview.

2. Would you like water, coffee or tea?

This question is polite, but it’s also a good way to establish a personal rapport with your interviewee. After they answer, ask follow-up questions or offer a brief anecdote to move the conversation forward.

If the candidate requests jasmine tea, for example, you could ask if they’ve tried the jasmine blend at a nearby coffee shop. Alternatively, you might note that you’ve loved jasmine tea since you interned with a tea company in college.

3. Is the office what you expected?

Asking about the candidate’s first impression of your office allows them to reflect on the things they’ve noticed. It allows plenty of flexibility in the answer, giving the candidate the freedom to discuss anything from how desks are arranged to the view from the lobby.

The candidate’s answer can give you insight into who they are. For example, a candidate who mentions decor or art might be visually oriented. Someone who talks about the energy of the office might be empathetic and attuned to the needs of others.

Getting to know a candidate

One advantage of informal interview questions is that they can help you get to know a candidate on a personal level. These interview questions allow candidates to share ideas, provide insights beyond their resume and discuss other aspects of their lives.

4. How are you doing?

This question is simple, direct and open-ended. It encourages the candidate to open up about whatever is on their mind at the time, and it can provide valuable insights into how comfortable they feel.

A terse, one-word answer, such as “fine,” suggests the candidate isn’t yet fully engaged or comfortable. A brief, funny anecdote about a hectic morning at home could indicate that the candidate feels good about opening up to you.

5. Tell me about yourself.

Interviewees typically answer questions like this with the details they feel are most relevant in relation to your company or the open position. Candidates may start with a brief and positive answer, so you may need to encourage them to discuss their background and other experiences and ideas. For this type of open-ended question, longer answers often reveal a more honest, well-rounded description.

6. What are your hobbies?

This question serves two functions. First, the answer tells you what your prospective employee enjoys, whether that’s stamp collecting or extreme sports. Second, it encourages the candidate to introduce themselves and what they love to do, potentially allowing you to get to know what they’re like when they’re interested and engaged in a topic.

7. How long have you lived in the area?

This question can start a discussion about the interviewee’s past. Depending on what they’re comfortable sharing, they might offer details about where else they’ve lived and worked. Their answer may also reveal their connection to your city. A person involved with community organizations or with family living locally may be more likely to stay in the same place for longer.

Inquiring about candidates’ education history

If your open position requires formal credentials, you may need to ask about each candidate’s education. It’s helpful to understand their educational background, even if you’re using a skills-first hiring process.

8. Where did you go to school, and what was your major?

This question can give you a comprehensive overview of the candidate’s education. The answer can provide additional details that aren’t apparent from the person’s resume alone.

For example, the interviewee might mention that they completed a degree in computer information science but only after switching majors from digital new media. As a result, they may have a unique set of design and development skills that could benefit your company.

If the candidate didn’t go to college or university, they might offer information about how they built their professional abilities. That could include things such as coding bootcamps, volunteer work and skills they learned in other industries.

9. Did you do any extracurriculars?

If your candidate attended college, asking about their experience can tell you about their working style. A candidate who was the debate society’s president and the chess club’s treasurer may be inclined to show leadership in team environments. A person who spent four years building a new intramural sports team might be dedicated and focused.

10. What was social life like on campus?

Asking about the candidate’s social life in school helps you understand their personality and other soft skills. Someone who was the social chair of a sorority or fraternity may be skilled at building relationships and communicating with large groups. A person who mentions an intimate friend group may be more comfortable in a small team setting.

Discussing past work history

Casual interview questions often approach a candidate’s work history indirectly. Instead of asking for a list of achievements and accolades, you might use open-ended questions that encourage storytelling. Candidates tend to share more information this way, and the details they choose to divulge can help you understand what’s important to them in a job.

11. Tell me about your last job, company or supervisor.

Understanding a candidate’s experience with their most recent employer can help you get to know them better. This question avoids directing or prompting the candidate to help them speak freely. They can talk about the most prominent things in their memory, which can show you what they prefer, value or prioritize.

For example, if the candidate praises a former employer’s efforts to hire people from varying backgrounds, they might value an inclusive work environment. A person who enjoyed their job but struggled with micromanagement might thrive in a job that offers autonomy and independence.

Encourage candidates to reference your job description as they answer the question. This can help them connect their past work experiences to the needs of your open role.

12. Why did you leave your last job?

This question is designed to reveal what motivated the candidate to move on to a new job. It can provide insight into their career goals and preferred working conditions. However, be aware that circumstances beyond the person’s control, such as the end of a contract or general layoffs, may not tell you much about the individual.

When the answer is more specific, you can use it to assess the candidate’s suitability for the role. If the person who left a job because they no longer felt challenged, they might perform well in a role that offers plenty of opportunities for growth.

13. What’s the first thing your past employer would say about you?

This is a partly open-ended question that invites the interviewee to assess their own performance from the perspective of a supervisor. Because they know you might talk to the supervisor during an employment check, they might be more likely to be honest and forthcoming.

Listen closely to find out how the candidate feels about their most recent employer. Their responses can show you how they respond to authority figures and whether they can maintain healthy work relationships and boundaries.

14. Did your previous employer offer training classes after the initial hire?

Asking about training has several important benefits. It provides details about the candidate’s range of hard skills and soft skills. If a previous employer paid for job training on a specific programming language, for example, your candidate could have skills that go beyond their obvious qualifications.

The way the candidate answers can also reveal their attitudes toward professional development. Candidates who answer enthusiastically may value learning new skills and may actively seek out ways to improve their performance at your company.

Relevant questions for the job

As your informal interview comes to an end, you may have a good idea whether the candidate is a good fit for the job. If they seem promising, you might ask a few targeted questions about working for your company. These questions tend to focus on topics such as scheduling, job specifics and the interviewee’s general impression of the hiring process.

15. How flexible is your schedule?

This question can be important if the open job requires odd hours or displaced shifts. Watch for candidates who answer too quickly, as an instant promise of infinite flexibility is probably not feasible.

Instead, a strong candidate will take a moment to think about their schedule and give a qualified answer about how much lead time they need before a major schedule shift. This suggests that they’re taking your question seriously and shows that they can set professional boundaries.

16. Are you open to relocation?

When you’re interviewing candidates who aren’t located in your area, this question lets you know whether they’re willing to move for the job. Again, evaluate answers that indicate a serious mindset and honesty about the candidate’s limitations. For example, the person might be willing to relocate if your company can provide a signing bonus or a delayed start date.

17. Do you have any questions about our company?

An informal job interview encourages a two-way discussion, but candidates may still have lingering concerns at the end of the session. This question gives them the opportunity to bring up topics that require more clarity. Their specific questions can tell you about what’s important to them and what they hope to achieve in the job.

After answering the person’s questions, it’s helpful to discuss the next steps in the hiring process so the candidate knows what to expect. Be sure to address any concerns they may have about the role, such as qualifications, salary or growth opportunities, to ensure clarity and build trust moving forward.

As your company builds a more relaxed hiring process, casual interview questions can be a valuable tool. The right questions encourage conversation, which helps you understand a candidate’s personality and evaluate their skills.