Interview questions are as varied as snowflakes. They run the gamut from intricate role-playing scenarios to those that provide clues of a job candidate’s behavioral tendencies.

One of the most overlooked interview questions is called the “ice breaker,” designed to put both parties at ease and get the conversation flowing. A good ice breaker can set a positive tone for the interview and help foster effective two-way communications. If handled improperly, the ice breaker can send mixed messages or create unnecessary tension.

Here are some examples of ice breakers with an analysis of each one. (Most are from personal experience.)

Question 1: “So … how’s it going?”

Analysis: On a scale of 1 to 10, this question barely registers. A few years ago an interviewer asked me this question, to which I responded: “Very well, thank you.” Caught completely off guard by my shortened response, the interviewer rifled through his legal pad to locate the next question. Remember: Your goal is to break the ice – establish a brief dialogue so you can segue to more serious topics with ease.

Question 2: “Looks like you drove in from the east side of town. How long did it take you to get here? Did you have any problems?”

Analysis: OK, it’s actually two questions fused at the hip, but they should get the candidate to open up. The beauty of this approach is that it could offer clues as to how the candidate may behave on the job. Red flags should abound if the candidate launches into a two-minute diatribe about a miserable commute and the inconvenient location of your company. If hired, the candidate may use the commute as an excuse when he arrives late to work with alarming regularity. You may also have a chronic complainer in your presence. On the positive side, if he indicates the commute went well because he researched his route two days earlier, you may have yourself a winner!

Question 3: “Were you able to find a parking spot?”

Analysis: “Yes” or “no” queries could lead to an abrupt dead end, especially if you’re interviewing someone who is quiet and reserved (tall col. 4). You may receive some elaboration if the interviewee is more socially oriented (col. 3), but the chances are too great you’ll have to follow up with another ice breaker, which detracts from more important business. Avoid questions that can generate one-word answers whenever possible.

Question 4: “We’re so glad you could come in today. Are you as excited about this opportunity as we are?”

Analysis: Advantage, job candidate. No matter how desperate you are to fill a position or how promising the candidate appears on paper, never give him the appearance he’s a sure thing. Just imagine how the compensation discussion would unfold if you extended an offer!

Question 5: “I noticed you worked for XYZ Company in Hialeah, Florida, earlier in your career. I lived in Hialeah in the early 1990s. Did you enjoy the Cuban food while you were there? Ever make it to South Beach?”

Analysis: Be careful with this type of ice-breaker. Don’t give the candidate the impression you’re trying to bond with him, which could lead to the same impressions noted in Question 4. Exchange a few pleasantries, then move on.

Question 6: “I remember when I first looked for a job. I was so scared – didn’t know what to expect. I was right out of college and green as a tree frog. In fact, I was so nervous before my first interview that I … ”

Analysis: As the late Clara Peller once said in a popular fast-food commercial, “Where’s the beef?” In this case, “Where’s the question?” A col. 4 candidate would rather watch paint dry than endure this verbose, pointless presentation, while a col. 3 interviewee could respond with an equally irrelevant, elongated commentary.

You may have to experiment with two or three different ice breakers before you discover the one that works best for you, but the additional thought given to this sometimes tricky question will help pave the way for a positive interview experience for both participants.

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