Want to prepare for your next job interview?
Start thinking about how you'd fare in a zombie apocalypse.
Sometimes, interviewers just want to get a sense of how well you're able to think outside the box.
That's why it's not too surprising that some of the most successful executives out there like to ask some pretty weird questions during job interviews.
Here are some of those oddball questions.
1. 'On a scale of one to 10, how weird are you?'
One of Zappos' core values is to "create fun and a little weirdness," Tony Hsieh, CEO of the company, tells Business Insider.
美捷步公司（美國的一個鞋子品牌）的核心價值文化之一是“創造樂趣和一點古怪“。這是美捷步公司的首席總裁Tony Hsieh告訴Business Insider網站記者的。
To make sure he hires candidates with the right fit, Hsieh typically asks the question: "On a scale of one to 10, how weird are you?" He says the number isn't too important, but it's more about how people answer the question. Nonetheless, if "you're a one, you probably are a little bit too straight-laced for the Zappos culture," he says. "If you're a 10, you might be too psychotic for us."
Another question Zappos usually asks candidates is: "On a scale of one to 10, how lucky are you in life?" Again, the number doesn't matter too much, but if you're a one, you don't know why bad things happen to you (and probably blame others a lot). And if you're a 10, you don't understand why good things always seem to happen to you (and probably lack confidence).
2. 'What was the last costume you wore?'
It doesn't matter so much what they wore, but why they wore it. If the candidate's reasoning matches Warby Parker's core value of injecting "fun and quirkiness into work, life, and everything they do," they might have a real shot at getting a job there.
"We find that people who are able to make the job environment fun build followership more easily," the company's cofounder and co-CEO David Gilboa tells Iris Mansour at Quartz. "If we hire the most technically skilled person in the world whose work style doesn't fit here, they won't be successful."
“我們發現，如果人們能夠營造舒適歡樂的工作環境，他們常常也更容易建立良好的人際關系。“這是Warby Parker公司的創始人及首席總裁之一David Gilboa在Quartz網站上對Iris Mansour的回復。“如果我們聘用了世界上技術最出眾的員工，但是他的氣場與公司的氛圍一點都不符合，那么他們也不會取得成功。“
3. 'If you were an animal, which animal would you be?'
"The animal kingdom is broad, and everyone can identify with a specific animal they think embodies their own personalities and characteristics," Stormy Simon, president of Overstock, tells Business Insider.
“動物王國的范圍非常廣泛，而每一個人都能找到一種特定的動物來表示他們本人的個性。“Stormy Simon是Overstock的總裁，接受Business Insider記者采訪時說道。
"There are so many different human traits, where in the animal kingdom they put themselves, and why, really gives insight to the person answering the question. For example, just because you love dogs doesn't mean you would identify yourself as a dog," she explains.
Good answers, she says, are where the candidate picks an animal that they think truly personifies the traits that set them apart. "People have often chosen the same animal as other candidates, but the traits they describe have never been the same," says Simon. But they're not all good answers.
4. 'What do you want to be when you grow up?
Stewart Butterfield, the cofounder of Flickr and chief executive of Slack, likes to ask job candidates this question we've been answering for our teachers and parents since we were kids.
"Good answers are usually about areas in which they want to grow, things they want to learn, things that they feel like they haven't had a chance to accomplish yet but want to accomplish," he tells Adam Bryant of The New York Times. "A very short answer to that question would be automatically bad."
5. 'What would you do in the event of a zombie apocalypse?'
This seems like a ridiculous question to ask, but it's posed to every prospective employee at Capriotti's Sandwich Shop, a national restaurant franchise. Ashley Morris, the company's CEO, says it's the best way to learn how candidates react under pressure.
雖然這個問題看起來很荒謬，不過Capriotti’s Sandwich Shop這家遍布全國的連鎖餐飲店，卻把這個問題貼出來讓每一個潛在員工思考。
"There really is no right answer, so it's interesting to get someone's opinion and understand how they think on their feet," Morris explains. "The hope is that for us, we're going to find out who this person is on the inside and what's really important to him, what his morals really are, and if he'll fit on the cultural level."