15 Unusual Interview Questions (and Why Employers Should Use Them)

Have you ever heard a candidate being asked, “What animal best represents you?” or “If you were invisible for a day, what would you do?” these aren’t random questions.

In fact, more employers in Malaysia are starting to include unusual interview questions as part of their hiring process, especially when they want to assess personality, creativity, and how someone reacts to unexpected situations.

We’ll explain what unusual interview questions are, why they’re useful, and how to ask them in a way that helps you hire the right people without crossing any legal or cultural lines.

What Are Unusual Interview Questions?

Unusual interview questions are questions that go beyond the typical “What are your strengths?” or “Where do you see yourself in five years?”.

Instead, they challenge candidates to think creatively, solve problems on the spot, or share personal stories that give employers a deeper view into who they are.

Some of these questions might sound silly at first, but the goal is to understand how a candidate thinks and whether they can handle the unexpected.

However, employers must be careful.

A creative question should never make the candidate uncomfortable, touch on personal topics like religion or race, or break employment laws in Malaysia.

Why Do Employers Ask These Questions?

There are four main reasons:

Test how a candidate solves problems. A strange question can show how someone handles pressure or works through confusion.
It’s useful to see how creative or adaptable a person is. Some roles, especially in marketing, design, or fast-changing environments, need people who think differently.
These questions often reveal personality. For example, how someone reacts to a question like “What would you do with a spaceship?” can show ambition, humour, or thoughtfulness.
Helps employers see how a candidate communicates when they can’t rely on memorised answers.

15 Unusual Interview Questions, What They Mean, and How to Answer Them

1. If you were on a desert island and could only bring three things or people, what would you bring?

What it means: Tests creativity and decision-making.
How to answer: Candidates should show clear thinking under pressure, explain their priorities, and maybe show a personal value (like choosing family over gadgets).

2. What animal best represents you as a person?

What it means: Reveals self-awareness and personal traits.
How to answer: Look for answers where the animal choice is linked to useful qualities like teamwork (dolphin), leadership (lion), or adaptability (octopus). Bonus if they tie it back to the role.

3. If you won the lottery, what would you do with the money?

What it means: Reveals values, ambition, and career goals.
How to answer: Great candidates don’t say, “I’d quit immediately.” Instead, they explain how they’d use the money to help others or grow themselves, and say they’d still want to work in a meaningful role.

4. How would you explain your job to a 5-year-old?

What it means: Tests communication skills.
How to answer: Look for simple and creative ways to explain the role. Can they strip away jargon and make the role understandable? That’s a strong sign of clarity and maturity.

5. If you could eliminate one thing from your daily routine, what would it be and why?

What it means: Reveals time-wasting habits or struggles.
How to answer: A good candidate is honest, but doesn’t sound like a complainer. They may mention a frustrating task but explain how they still do it or how they’re improving it.

6. What would you do if you were invisible for a day?

What it means: Tests imagination and ethics.
How to answer: You don’t want someone who says “I’d spy on people.” Look for fun or thoughtful answers, like helping people or exploring something inspiring.

7. Describe the colour yellow to someone who’s blind.

What it means: Measures empathy and creativity.
How to answer: The best responses go beyond “it’s bright.” Candidates might compare yellow to warmth from the sun or a cheerful sound, showing they think about other perspectives.

8. What’s the most interesting thing about you that’s not on your resume?

What it means: Gives you a peek into their personality.
How to answer: Good answers highlight a hidden talent, hobby, or past experience that builds a connection or shows character, like “I used to run a food blog,” or “I taught myself coding.”

9. If you could have dinner with any historical figure, who would it be and why?

What it means: Reveals interests and role models.
How to answer: Look for meaningful choices like a scientist, a leader, or an artist, and a reason that shows values like curiosity, perseverance, or innovation.

10. What superpower would you choose and how would you use it at work?

What it means: Tests alignment with teamwork, ethics, or role demands.
How to answer: Ideal answers are fun but tie back to real strengths, like choosing time travel to improve planning, or telepathy for better team communication.

11. If your life were a movie, what would the title be?

What it means: Reflects how the candidate sees their journey.
How to answer: Good candidates show self-awareness and maybe a touch of humour. Titles like “Learning Every Day” or “The Quiet Climber” can be more telling than “Mission Impossible.”

12. What song best describes your work ethic?

What it means: Offers a window into their mindset.
How to answer: Look for answers that tie the song’s message to how they work. For example, “Eye of the Tiger” for persistence, or “Stronger” for learning from mistakes.

13. Tell me about a time you broke the rules and why.

What it means: Tests risk-taking, judgment, and honesty.
How to answer: A strong candidate will share a story where they bent a rule for a good reason, like protecting a customer or fixing a process, and show they thought through the risks.

14. If you were a brand, what would your tagline be?

What it means: Measures self-awareness and personal branding.
How to answer: Good answers are short and meaningful, like “Reliable. Always.” or “Quietly Solving Big Problems.” Look for confidence without ego.

15. You are given a spaceship. Where would you go and why?

What it means: Tests ambition and worldview.
How to answer: Great answers are thoughtful, maybe “I’d visit Earth from above to see the big picture” or “I’d go to a new planet and study how to build something from scratch.”

How to Use These Questions in Interviews

If you're considering using some of these questions, timing matters.

They usually work best in the middle or end of an interview, once the candidate is more relaxed.

They should not replace skills-based questions, but rather complement them, especially for roles that demand creativity, innovation, or high-level communication.

For example, if you’re hiring a UX Designer or Brand Strategist, questions like “What animal represents you?” or “Describe yellow to a blind person” can reveal how they think differently.

But if you’re hiring for a Finance Executive, you may use simpler creative questions like “What would you do with lottery money?” to learn about values and planning skills.

You can also score the responses using a rubric by looking at creativity, clarity, or cultural fit, but always stay open to different perspectives.

Tips for Employers and HR

Avoid questions related to religion, personal family matters, or any topics that could be seen as discriminatory.

Ensure that each question has a clear purpose.

Don’t ask something merely to catch the candidate off guard.

Use these questions as conversation starters rather than trick questions, and allow candidates to explain their reasoning in full.

FAQ

Are unusual interview questions legal in Malaysia?

Yes, as long as the question is not discriminatory or offensive. Avoid personal, religious, or race-related questions.

Should every interviewer use these questions?

Not necessarily. They work best in creative or people-focused roles and should be used by trained interviewers.

What if a candidate refuses to answer?

Respect their choice and move on. Some candidates may not feel comfortable with such questions, especially if they’re unfamiliar.

How can I evaluate unusual answers fairly?

Focus on the thought process, relevance to the job, and how well the candidate communicates. Don’t score based on how clever the answer is, look for sincerity and insight.

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