Interviewing for Curiosity
Curious people make some of the best teammates.
Innate curiosity is a major advantage in any role. Curious individuals seek out knowledge, actively pursue learning, and constantly strive to improve. They’re driven to understand how and why things work and evolve, which often leads to better decision-making and a stronger sense of ownership in their work. Hiring for curiosity means finding people who are not just capable but also deeply invested in growing and contributing to your team.
Below are some of my favorite interview questions to gauge a candidate’s curiosity and their drive to learn.
Questions for Curiosity
1. Our industry changes so fast. How are you keeping up with it?
This is a great way to open the conversation. Look for responses that show the candidate believes that staying informed is part of their job. Ideally, they’ll share specific sources of information—newsletters, forums, podcast, industry events—and explain how they integrate learning into their routine. A detailed answer suggests they’re proactive about keeping up with change.
2. Tell me about a time when you questioned an established process or approach.
This question uncovers how the candidate approaches analyzing systems and identifying areas for improvement. Pay attention to what motivated them to question the process: Was it a genuine desire to understand and improve, or something else? It’s also helpful to see if they maintained an open mind while addressing the issue.
3. When was the last time you challenged an assumption or belief you held? What prompted you to question it?
I like this question because it combines curiosity with self-reflection. It offers insight into how candidates reassess their own beliefs, seek out new perspectives, and grow as professionals. Look for examples where the candidate embraced discomfort or uncertainty as part of the learning process.
4. If you could ask an expert in your field one question, what would it be?
This question can reveal how much thought the candidate has put into their field and what gaps in knowledge they’re eager to fill. If they struggle to answer, follow up by asking about individuals or companies they admire and why. If they’re unable to name anyone or articulate why they admire them, it could signal a lack of curiosity.
5. What was the last work-related topic you were interested in learning more about?
Specificity is key here. Look for responses where the candidate dives into a particular subject or skill, showing their passion for going deep into the details. If they “nerd out” on the topic, it’s often a sign of someone who takes pride in their work and finds joy in mastering their craft.
Bonus: Is there an area outside your day-to-day role that you’re interested in learning more about?
This bonus question provides insight into the candidate’s broader interests. Candidates with curiosity beyond their immediate role often make stronger teammates because they better understand the challenges faced by other disciplines. In fields like game development, where cross-disciplinary collaboration is crucial, this can be a significant advantage.
Final Thoughts
Curiosity is an often-overlooked trait when hiring, but it’s directly linked to a candidate’s growth potential and intrinsic motivation. Curious people don’t just do the work—they love the work. They bring fresh ideas, adapt to change, and inspire their teams to do the same. By focusing on curiosity during the interview process, you can identify candidates who will grow with your organization and help it thrive.