Imagine ... you are sitting in a bright, glass-walled meeting room, coffee in hand, waiting for your next candidate to arrive. You’ve already scanned through their polished CV, neatly formatted LinkedIn profile, and the perfectly rehearsed cover letter. Everything looks good — maybe too good.
But what you really want to know is something that no CV ever quite reveals:
Do they have that spark of positive curiosity?
That genuine hunger to learn, explore, ask questions, and see possibilities where others see routine. Because in the modern workplace — whether it’s tech, marketing, education, or finance — curiosity isn’t just a nice-to-have. It’s a core skill. It’s what turns average employees into innovators, and problem-solvers into pioneers.
So how can you, as a recruiter or hiring manager, actually test for it?
Not through buzzwords. Not through asking, “Are you a curious person?” (They’ll all say yes.)
Instead, you test it through real-life moments — the small, telling signals before, during, and after the interview that quietly reveal how the person thinks, notices, and engages.
Let’s walk through 10 practical, human, and very real scenarios that can help you spot a truly curious candidate.
1. The Waiting Room Test
The setup:
Place a few niche magazines or materials in the waiting area — publications, trade journals, or case studies that are genuinely relevant to your industry. For example, if the job’s in architecture, leave copies of Architectural Review or Dezeen on the table. If it’s a marketing role, try Campaign or The Drum.
What to look for:
A curious candidate will pick something up, flip through it, maybe even jot down a note or two. When you meet them, they might casually mention an article they saw or an idea it sparked. That’s gold. It shows that they’re not just passing time; they’re engaging with the world they’re about to join.
Red flag:
Someone scrolling endlessly on their phone or staring blankly at the wall. It doesn’t mean they’re not talented — but it may suggest a lack of natural curiosity or situational awareness.
Pro tip:
When they walk in, ask: “Did you have a chance to look at anything interesting out there?” The genuinely curious ones light up.
2. The Office Environment Check
The setup:
If possible, give your candidate a short walk through the workspace before or after the formal interview — maybe a quick hello to a colleague, or a peek at a project board or prototype.
What to look for:
Do they notice things? Ask thoughtful questions like, “How does this project fit into your client portfolio?” or “Who’s responsible for that design?” A curious mind wants to understand the context, not just the role description.
Red flag:
Blank silence or polite nodding without engagement. That often signals someone waiting for direction rather than seeking understanding.
Pro tip:
You can make this part of your process: “We always show candidates around because we like to see how they react to our space.” It’s subtle, but revealing.
3. The Question Swap
The setup:
At some point in the interview, say: “Before I go into my next question, is there anything you’re curious about?”
Then pause — really pause.
What to look for:
A curious candidate will take that opening and run with it. They’ll ask about the company’s challenges, upcoming projects, or even your own journey there. They might probe into your clients, your culture, or what success looks like in six months.
Red flag:
The dreaded “No, I think you’ve covered everything.”
That’s the curiosity equivalent of a deflated balloon.
Pro tip:
Pay attention not just to what they ask, but how they ask. Curiosity is often about tone — a genuine eagerness to learn, not to impress.
4. The Curveball Task
The setup:
During the interview, introduce a small, unexpected twist — something outside the script. For instance, give them a brief case study and ask how they’d approach it, or share a recent industry change and ask what they think it means for the business.
What to look for:
Do they light up with intrigue? Do they start connecting ideas, asking clarifying questions, and showing an appetite to explore? Curious people love a puzzle — they see a challenge as a playground.
Red flag:
An immediate “I don’t know” or visible discomfort with ambiguity. While not everyone loves surprises, curiosity thrives on not having all the answers.
Pro tip:
Frame it positively: “This is just for fun — no right or wrong answers, I’m just curious how you think.” You’ll often get a glimpse of their natural thought process.
5. The Research Test
The setup:
At the start of the interview, casually ask: “What made you want to apply to us?” or “What did you find interesting about what we do?”
What to look for:
A curious candidate will have gone beyond the ‘About Us’ page. They’ll mention something they discovered from your blog, social media, press releases, or even customer reviews. They might comment on your latest campaign, product launch, or partnership.
Red flag:
Generic responses like “I’ve always admired your company” or “I just like the role.” That’s surface-level interest, not real curiosity.
Pro tip:
A good follow-up question is, “What’s something you’d be keen to learn more about if you joined?” It reveals both motivation and mindset.
6. The Peer Interaction Moment
The setup:
If there’s a chance for the candidate to meet potential colleagues — maybe during a team coffee or short group Q&A — observe how they behave.
What to look for:
Do they ask questions? Show interest in how others work? Curious people naturally turn conversations into learning opportunities. They’ll ask things like, “What do you enjoy most about working here?” or “How do teams usually collaborate?”
Red flag:
Monosyllabic answers or surface-level chit-chat that doesn’t evolve into anything meaningful.
Pro tip:
Debrief with your team afterwards. Often, colleagues pick up nuances you might miss — a raised eyebrow, an insightful follow-up, or an awkward silence that tells a story.
7. The “What If” Game
The setup:
Pose a few open-ended, forward-thinking questions. For instance:
“If you could improve one thing about how our industry operates, what would it be?”
“What’s a trend you’ve noticed recently that excites you?”
“If you had unlimited resources for one project here, what would you try?”
What to look for:
Curiosity thrives on imagination. The best candidates won’t panic at the open-endedness — they’ll play, hypothesise, connect dots, and explore.
Red flag:
Answers that are too safe or transactional (“I’d probably just make processes faster”). That may indicate someone who follows, not questions.
Pro tip:
Encourage creative thinking. Say, “No right answers here — I’m just interested in your take.” That reassurance often unlocks genuine curiosity.
8. The Body Language Clue
The setup:
This one doesn’t need props or preparation — just awareness. Watch their body language throughout the conversation.
What to look for:
Leaning forward slightly, eyes widening at new ideas, nodding in understanding — all are signs of engagement. Curious people physically lean into learning. They often show micro-expressions of excitement or thought, like slight frowns of concentration when processing something new.
Red flag:
Flat affect, crossed arms, or disengaged posture. It’s not always a dealbreaker (some people are naturally reserved), but it can support other signals.
Pro tip:
Match your energy to theirs. Sometimes, curiosity blossoms when the interviewer seems genuinely interested too.
9. The Post-Interview Follow-Up
The setup:
After the interview, wait and see what happens next.
What to look for:
A curious candidate often follows up with thoughtful questions, even after the meeting. Maybe they email a thank-you note that references something you discussed, or they share an article related to your conversation. That’s initiative fuelled by genuine interest.
Red flag:
Silence. Again, not every silence means disinterest — but in roles where curiosity is vital, a complete lack of follow-up can be telling.
Pro tip:
If you’re unsure, you can test this intentionally: “Feel free to drop me a line if you come across any interesting ideas about [topic you discussed].” The curious ones always do.
10. The Long Game
The setup:
Sometimes, curiosity shows itself after the formal interview. Keep an eye on candidates’ engagement if there are multiple stages — maybe a second-round task or a presentation.
What to look for:
Do they dig deeper each time? Ask better questions? Refine their understanding based on your feedback? The curious candidate evolves between rounds — they show they’ve learned something since the last chat.
Red flag:
Repeating the same talking points or not building on previous discussions. That often suggests a lack of reflective curiosity — they’re performing, not learning.
Pro tip:
Note their progression between interviews. It’s one of the most reliable curiosity indicators you’ll find.
Why Curiosity Matters More Than Ever
Let’s be honest — we’re living in a time where information is everywhere. The real skill isn’t having knowledge; it’s wanting to know more. In any job where innovation, adaptability, and continuous learning are part of the culture, curiosity is the quiet superpower.
Curious employees are the ones who:
Spot opportunities before others do.
Connect dots across departments or ideas.
Ask “why” and “what if” until a better way emerges.
Bring energy into problem-solving rather than fear.
And here’s the beauty of testing curiosity during interviews: it’s not about trick questions or gimmicks. It’s about creating spaces where natural curiosity has room to show itself.
What Candidates Can Learn From This Too
If you’re a jobseeker reading this, here’s the flip side: curiosity isn’t just a test to pass — it’s a mindset to live.
When you walk into an interview, see it as an exchange of ideas, not an interrogation.
The best way to demonstrate curiosity is simple:
Ask questions that matter.
Notice your surroundings.
Read, listen, connect.
And be genuinely fascinated by the company, not just the vacancy.
Because here’s the secret: recruiters remember the candidates who make them curious too.
Final Thoughts
Testing curiosity isn’t about setting traps or judging fidgeting hands in a waiting room. It’s about noticing who chooses engagement over autopilot.
From the magazines on the table to the follow-up email afterwards, curiosity leaves footprints everywhere. You just have to know where to look.
So next time you’re hiring, remember:
You’re not just recruiting a skillset — you’re inviting in a mindset.
And if that mindset hums with positive curiosity, chances are, you’ve found someone who’ll keep learning long after the interview ends.
If you know someone who might find this helpful, don’t keep it to yourself—please share it.
You never know how much of a difference it could make in someone’s life.
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