Signature Source Blog

The Benefits of Unusual Interview Questions 

unusual interview questions


You’re sitting across from an interviewer, prepared to ace every question they throw at you. You’ve practiced answers to questions like, “What are your biggest weaknesses?” and “Where do you see yourself in five years?”. Instead, the interviewer leans forwards and asks, “If you were a beverage, what would be your defining characteristics?”

Reasons For Unusual Interview Questions

While this question may seem off the wall, more hiring managers are turning to unusual interview questions to determine if someone will be a good fit for their team. These interview questions, also known as “bank-shot questions,” make it easier to take a peek at what makes people tick, and it’s harder for someone to come up with a “right” answer.

Bob Brennan, who was the CEO of the data storage company, Iron Mountain, said that he likes to ask interviewees about their parents because it shows whether they can be vulnerable. He will say something like, “What are the qualities you like the best in your parents? What about the least?” He said:

“The body language changes when you ask those questions, and people have to make a decision. ‘Am I going to open up to this guy?’ Because it’s clear to them that I’m not going to go down a path of asking them why they chose [my company]. I don’t much care. I want to know what makes you go. And how willing are you to tell me that?”

Clara Lippert Glenn, the former CEO of the energy-industry training company Oxford Princeton Programme, said her all-time favorite interview question to ask is, “If you woke up tomorrow morning, and there were no humans left on the earth—just animals—what kind of animal are you?” Sometimes she’ll push it further by asking why they chose that animal. 

Purpose of Unusual Interview Questions

Even though bank-shot questions may seem a little weird, they ultimately serve the same purpose as any other interview questions. They help determine if a job candidate will be a good fit for the company and the team. 

Jacqueline Novogratz, founder and CEO of Acumen, likes to ask, “What are you doing when you feel most beautiful?” It might not seem like a relevant question, especially for a job that isn’t in the beauty industry, but looking more closely, the question can reveal a lot. Novogratz said:

“If people are honest with themselves, they know what I’m talking about. What are you doing when you are shining, when you’re in the zone when you’re on fire?”

In other words, the answer that you give should closely align with what they would be doing at the new job. Whether you’re looking for a new job or are hiring for a position at your company, bank-shot questions are something that should always be at the forefront of your mind. 

Have questions about how to approach these more unique interview questions, we have a full interview guide by clicking here.  Wondering about the current state of the job market – we have full consulting services to help. Learn more about us on our website or feel free to contact us here

Why Boomerang Employees Are Important To Your Organization

Boomerang Employees are important to your company


People can come and go from a company, but some return to the place they used to work at. How is this possible and what are the logistics like? Returning employees, also known as “boomerang employees,” are beneficial to organizations and are an integral part of the workforce, especially in an age of labor shortages. Below are some tips on how to make it easier and more compelling for boomerang employees to return.

Normalize Leaving and Be Explicit About Returning

Some companies treat employees that leave as a personal betrayal but this is the last thing that should be done. Jen Andrasko, vice president and global head of alumni at Bain & Company, said that they think of employees as part of their ecosystem. She said: 

“You need to be talking about your alumni and their successes and the work that they’re doing out in the world when you are meeting with recruits because they are your talent brand in the marketplace.”

Talking openly about former employees and what other career plans are in the works normalizes leaving a company. Similarly, be explicit that the door is always open if an employee wants to return. Andrasko, who is a boomerang employee herself, said that when she first left, her boss told her that she’d be missed but if she wanted to return, she could. 

Create a Good Offboarding Process

Creating a positive offboarding process is another way to create a boomerang employee or attract future employees. According to Gallup, workers who have a positive offboarding experience are 2.9 times more likely to recommend the company to others, and they are likely to come back in the future. 

Bain & Company provides departing employees with resources to support their individual career goals and connect them to alumni in their fields of interest. Andrasko says that by going the extra step to make these people feel supported, they are five times more likely to promote the organization.

Start Or Promote An Alumni Program 

If your company does not have an alumni program then it’s time to start thinking about starting one! These programs are the perfect opportunity to promote your brand and cultivate talent. By encouraging former employees to join their alumni program, your organization is maintaining an ongoing relationship that could create boomerang employees.

Alumni programs let former employees stay in touch with what’s going on with the company (LinkedIn newsletters, monthly emails, etc.), which in turn can pique their interest again if they see something relevant to their career goals.

Stay In Touch 

Lastly, let departing employees know that you want to stay in touch and exchange contact information such as email or phone numbers. This is an easy way to touch base and see what the other is up to. 

When there’s someone at a company that’s in regular contact with a departed employee, they are more likely to come to mind when new career opportunities arise. 

If you have questions about boomerang employees or just need more information about the current state of the job market, Signature Source is your go-to resource for all things about job hunting and job hiring. Learn more on our website or feel free to contact us here

How To Write A Perfect Resume

how to write a perfect resume


Writing a resume is one of the most challenging parts of the job-searching process. In-person interviews are a great way to let your personality shine through but how can you stand on a piece of paper, much less one that has to fully encompass your work history and successes? 

What Is a Resume?

First off, what is a resume? Kristina Schulte, who is a senior recruiter at Adidas, says that a resume is the most important part of the application process. This is because the resume is the first thing recruiters see and it determines whether someone will go on to the next step of the interview process.

It should be succinct and lay out all of your job history. David Golightly, who is the Signature Source Communications Manager, says:

Align your core competencies or skills directly with the job description of the role you’re considering. The first review of your resume will be cursory, so it’s a best practice to always tailor the high-level information to what the potential employer requires for the position.”

Whether you’re just dipping your toes into the job market or have worked at several jobs, there are some tips to keep in mind for writing the perfect resume. 

Give An Overview of Your Jobs by Using Concise Examples

Recruiters are not going to spend more than a few minutes looking at your resume so you have to provide a snapshot of what you’ve done in just a few words. Recruiters from BCG’s Dubai office sum it up perfectly: everything on your resume should add value. Do not add “fluff” words or put experience that isn’t relevant to the job you’re applying for. 

Similarly, choose examples that highlight important skills, hobbies, or projects that you’re proud of. This also allows the recruiter to have something in mind to ask you about if they decide to move on with an in-person interview. 

Use Headers and Sub Headers

Using headers and subheadings keeps things on your resume looking clean and lays out what a recruiter can expect to find. Headers are used to provide a summary of who you are. Subheadings, on the other hand, highlight professional or personal experiences. For example, you can use a subheader to set off your education, skills, or hobbies. 

Use bullet points after the headers and sub headers to provide more detail, which can delve into tasks that you worked on, technologies that were used, or projects that are of interest. 

If you have questions about boomerang employees or just need more information about the current state of the job market, Signature Source is your go-to resource for all things about job hunting and job hiring. Learn more about our resume resources by visiting our website here! 

Is The Great Resignation Coming To An End?


is the great resignation almost over

The Great Resignation, which has seen employees from all sectors of work voluntarily quitting their jobs, continues to affect all aspects of the job market. As of March 2022, 4.5 million employees quit their jobs and there were a record 11.5 million job openings. However, the Great Resignation may start to see a slowdown due to various current events.

What Is The Current Job Market Like?

In an effort to maintain their workforce, many companies are offering better benefits and higher pay. According to CNBC, hourly wages increased by 6% and employees have the upper hand when it comes to choosing what they want from their careers. Julia Pollak, who is the chief economist at employment site ZipRecruiter, said:

“We are seeing massive demand for workers. This is a labor market that is more of a job seeker’s market than any we’ve seen.”

Employers are willing to offer more flexibility and financial incentive to keep their employees. They feel employees think that it’s easier to leave. As Daniel Zhao, Senior Economist at Glassdoor said, there are more opportunities to “go find jobs that pay better, offer better benefits, or quite simply are a better fit.”

Signs That The Great Resignation Is Slowing Down

The next few months will still be beneficial for employees and job seekers, but there is likely to be a slowdown. Thanks to the ongoing war in Ukraine, the pandemic, and the Federal Reserve raising interest rates, workers are going to want some stability.

Jobs in industries like leisure and hospitality are still seeking to fill a lot of positions, but it will be less stark as people tighten their spending. Zhao said:

“In the next few months, the hot job market isn’t going anywhere. [But] this is the time to take advantage of the tighter labor market for workers because there’s no guarantee these conditions will persist.”

From job seekers to employers, the Great Resignation has had a major impact on all aspects of the job market. Signature Source is a globalized talent acquisition firm that connects high quality employees with their perfect company. Retaining Employees is important, so is finding the best for your company. Signature Source has the resources to help. Learn more by contacting us on our website or by calling 1-888-613-4179.

High Job Openings Continue to Persist After Great Resignation

High Job Openings Continue to Persist After Great Resignation


The Great Resignation has become something of a hot topic within the news cycle. In case you haven’t heard of it, the phenomenon refers to the high number of people quitting their jobs in search of higher pay, greater managerial treatment, more flexible schedules, and better benefits. According to CNBC, last November saw a quit level high of 4.51 million people, which is roughly 3% of the overall workforce. Industries such as transportation, hospitality, and utilities saw the highest levels.

Results From Job Openings and Labor Turnover Survey

Recently, the Job Openings and Labor Turnover Survey shared more recent numbers from this past February, which showed a slight decrease in quits since November: 4.35 million people. Still, it was higher than January’s numbers, which was around 4.25 million people. The industries with the highest quit rates this time around included education and health services. Despite the lower numbers, there are still a record 5 million more job openings than available workers. This translates to 1.8 jobs for every person unemployed.

Signature Source President and CEO Jean T. Strickland sees all of this happening in real time but feels hopeful. She said:

“We are seeing in the global mobility industry a significant number of job openings, some from the “great resignation” but many are due to our clients who are the preferred providers in the industry expanding their businesses with new account signings, new service offerings and global expansion. We have the privilege of representing the organizations who have a healthy and employee/customer centric culture which enables us to truly “Make a Difference” for candidates who are looking to work for the best of the best in the industry.”

The same survey found that hires increased by 263,000 in February, while layoffs and discharges hovered around 1.39 million. The Great Resignation has driven inflation higher, which in turn has pushed the federal government to start raising interest rates. It’s unclear what the next few months will hold for the job market, but more information is likely to come out soon.

The May job opening and labor turnover survey will be released in July 2022. We’ll be here to keep everyone up to date on the findings and how you can prepare for that as a company.

Part of the Great Resignation stems from a lack of satisfaction in a person’s current job. At Signature Source, we pride ourselves on pairing job seekers to their perfect company. We offer resume writing, interview guides, and other industry tips. Check out our website to learn more.

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