虽然你可能不会根据候选人回答破冰问题的方式来选择你的下一个员工，但它们是求职面试的一个很好的起点，有助于留下积极的第一印象。

 破冰面试问题示例 

· 你过来公司远不远？附近的环境你之前熟悉吗？

· 你曾经是我们公司的客户吗？如果是，你的客户体验如何？

· 你是怎么知道这个职位的？你认识任何在这工作或曾在这工作的人吗？

· 你为什么申请这个职位？我们的招聘广告有什么特别的地方引起了你的兴趣吗？

· 目前为止你在我们公司的求职体验如何？遇到过什么困难吗？你与我们的招聘团队的电子邮件或电话沟通如何？

· 你为什么从事这个职业？

· 你是如何选择你的研究领域的？

· 在你开始职业生涯时，你有没有想象过自己可能会从事这个工作？如果不是，你认为你会从事什么样的工作，是什么让你改变了主意？

· 你觉得你现在的工作怎么样，你想在这里获得些什么？

 如何选择最好的破冰面试题 

顾名思义，这些问题有助于你在开始评估候选人之前打破僵局。根据情况选择适当的破冰问题进行面试：

· 在小组面试中：要求候选人简要介绍自己，同时给候选人介绍下面试官团队（例如姓名和职位。）

· 在远程视频面试中：询问有关天气或候选人居住地的问题，还可以问问他们是否曾经到过公司附近，印象如何。

· 在第一次现场面试中：由于这是候选人第一次访问企业，可以询问他们交通是否方便，以及他们对办公环境有何看法。除此之外还可以问下他们是否与公司有过任何交集（例如作为客户）。

· 在第二轮或第三轮面试中：如果你已经与候选人建立了关系，你可以询问在前几轮面试中出现的问题。

 破冰问题最好不要问什么 

虽然破冰问题只是面试的一小部分，但它们为有效评估奠定了基础。因此最好不要问：

· 奇怪的问题。优秀的候选人可能会准备好回答典型的面试问题，比如“你为什么申请这个职位？”或“告诉我你目前的职位。” 与工作无关的奇怪问题可能会使应聘者失望并让他们紧张（例如“如果你是食物，你会是哪种食物？ ”）

· 粗鲁或过于个人化的问题。虽然你可能希望听起来友好且平易近人，但最好谨慎行事。例如，诸如“周末过得怎么样？” 之类的提问可能会让候选人在面临家庭或健康问题时感到不舒服。

· 突如其来的问题。跳过闲聊，直奔主题并没有错。但是，像“你期望的薪水是多少?”或者“如果有需要，你愿意加班吗?”的问题会给候选人留下不好的印象，而且在招聘的前几轮就应该交流过这个问题，例如问“你为什么选择这个行业?”或者“你喜欢这个岗位的什么地方?”。

· 棘手的问题。破冰问题的目的是缓解紧张情绪。用脑筋急转弯或棘手的问题破冰可能会导致更大的压力，并对候选人的表现产生负面影响。把这些面试问题类型留到以后，或者让候选人有时间在安静的房间里思考并准备他们的答案。

Though you likely won’t choose your next hires based on how they answer these questions, they’re a good starting point for job interviews and they help make a positive first impression.

 Sample icebreaker interview questions to ask candidates 

· Did you find it easy to get here? Are you familiar with this area?

· Have you ever been a customer of our company? If so, how was your customer experience?

· How did you learn about this position? Do you know anyone who works or has worked with us?

· Why did you decide to apply for this role? Was there anything in particular about our job ad that piqued your interest?

· How is your experience so far as a candidate for our company? Did you face any difficulties with the job application? How was your email or phone communication with our hiring team?

· Why did you pursue this career?

· How did you choose your field of study?

· At the beginning of your academic or professional life, did you picture yourself in this position? If not, what kind of job did you think you’d be doing and what made you change your mind?

· What do you like about your current job that you’d like to find here as well?

 How to choose the best icebreaker interview questions 

These questions, as their name implies, help break the ice before you start evaluating candidates. Select appropriate icebreaker questions to open interviews, based on the situation:

· During group interviews: Ask candidates to briefly introduce themselves. Start by mentioning a few things about your team of interviewers (e.g. names and job titles.)

· During video interviews with remote candidates: Ask questions about the weather or the area where candidates live. You could also ask if they have ever visited the location where your offices are and what their impression was.

· During first onsite interviews: Since it’s the first time candidates visit your offices, consider asking if they had trouble getting there and what do they think about your workspace. You could also ask if they have any previous experience with your company (e.g. as customers.)

· During second or third-round interviews: If you’ve already established a relationship, you could ask about something that came up during previous interview rounds.

 What not to ask when opening job interviews 

While icebreaker questions are only a small part of the interview, they set the stage for an effective evaluation. That’s why you should avoid:

· Unusual questions. Good candidates are likely prepared to answer typical interview questions like “Why did you apply for this position?” or “Tell me about your current position.” Unusual questions that are irrelevant to the job could throw candidates off and make them nervous (e.g. “If you were a food what kind of food would you be?”)

· Rude or too-personal questions. While you might want to sound friendly and approachable, it’s best to play it safe. For example, a question like “How did you spend your weekend?” could make candidates feel uncomfortable if they were struggling with family or health issues.

· Abrupt questions. There’s nothing wrong with skipping the small talk and going straight to the point. But, questions like “What are your salary expectations?” or “Are you available to work overtime, if needed?” don’t give the right impression – and should have been addressed in earlier rounds of the hiring process. Get to know candidates with questions like “Why did you choose this field?” or “What do you like about this role?”

· Tough questions. The purpose of icebreaker questions is to ease nervousness. Starting job interviews with brainteasers or tough questions will probably cause more stress and negatively affect candidates’ performance. Leave these interview question types for later or give candidates time to think about and prepare their answers in a quiet room.