Last month, I provided the essential interview questions to ask candidates for specific jobs.  This infographic from the outsourcing firm shows the favorite job interview questions of some of the world's most talented CEOs.  (My observations follow.)

The questions appear to fall into five distinct categories:

1. Personality

These questions attempt to get the candidate to go "off message" and reveal something about their individual beliefs and quirks.

  • On a scale of one to ten, how weird are you?
  • What was the last costume you wore?
  • How would you describe yourself in one word?
  • What's your super power or spirit animal?

2. Character

These questions attempt to delve into the candidate's attitude and perspective on life, especially emotional resiliency in the face of obstacles.

  • Tell me about your failures.
  • What motivates you to get out of bed in the morning?
  • Tell me about a time when you almost gave up, how you felt about that, and what you did instead of giving up?
  • Tell me the story of your prior successes, challenges, and major responsibilities.

3. Socialization

These questions measure how well the candidates is likely interact with other people in a team setting.

  • If I were to a bunch of people who know you, "Give me three adjectives that best describe you" What would I hear?
  • What was the closest person in your life say if I ask them," what is the one characteristic that they totally dig about you, and the one that drives them insane?
  • Tell me something that's true, that almost nobody agrees with you on.

4. Thought Process

These questions give the candidate a puzzle to solve in order to reveal how the candidate approaches problems.

  • Give me an example of a time when you solved and analytically difficult problem.
  • What would you do in the event of a zombie apocalypse?
  • A hammer and nail costs $1.10, in the hammer cost one dollar more than the nail. How much does the nail cost?

5. Career

These questions probe beneath the surface of the resume so that interview can better understand the candidate's goals.

  • How old were you when you had your first paying job?
  • What didn't you get a chance to include on your resume?
  • If we are sitting here a year from now celebrating what a great 12 months it's been for you in this role, what did we achieve together?
  • On your very best day at work-the date you come home and think you have the best job in the world-what did you do that day?