Employers are constantly trying to be unique when it comes to hiring new workers.
This can range from strange interview questions, to artificial intelligence being used to speed up the process.
One CEO of a US investment firm is asking applicants for their Uber rating, to see if they treat strangers with respect.
This is a rating that taxi passengers give drivers, and vice-versa, following a trip.
Reporter Josh Crosbie for The Hard Shoulder has been looking into the ever-changing job interview and found out what peculiar questions people have been asked.
One man said: "Once upon a time one of my friends was asked if he was sexually active in a job - dead serious.
"It's not in the job description, anyway".
One woman told him: "I once got asked 'if I were a flower, what flower would I be?' which isn't even that strange - it was quite a nice question.
"I think I said 'a pansy' because they're little, sweet but they're actually quite mighty - and they're very colourful.
"I think I elaborated more than that, but yeah I did get the job so that's all that matters"
While another man said: "I was once asked how many window cleaners it would take to clean all the windows in Belfast - I don't know what my answer was.
"I think I tried to guess how many high rises there were, I just threw something random out.
"It was a programming job - I got the job so I must have answered pretty well."
And another man said people are afraid to ask the big questions.
"It's been a long time since I was at a job interview - but just listening to the younger people, I think the mad thing about job interviews now is that people are afraid to ask the key question... how much are the wages?
"And that shows you the type of society we're living in, where young people in particular have no real opportunities to get decent paid jobs.
"They're afraid to ask, because they think if they ask the question that they might think 'these are radical, a bit militant and we don't want that type.'"
'Workforce analytics'
Professor of human resources management at DCU, David Collings, explains how the process itself has changed.
"Over the decades the application process has become much more automated.
"At the beginning it was maybe just uploading online CVs... and some very simple search criteria on that.
"But we've seen a lot more of a shift, a greater use of artificial intelligence in searching those CVs for keywords, and trying to identify those candidates that might be best suited to short-listing for roles."
"I think there's no doubt that the whole area of workforce analytics has become a far bigger part of the HR infrastructure.
"Some data would suggest that in 2022, the expected spent on workforce analytics is about $1bn.
"So this is a hugely expanding field and that expansion is happening at pace - we're seeing a lot more use of technology in HR processes".
But Prof Collings warns some high-profile cases have seen these systems put on hold owing to biased approaches.
"They found that biases that they already had in their hiring were being replicated in the analytics.
"In effect, all artificial intelligence do is they learn a pattern in the data and they replicate that pattern.
"So really it's about being very, very careful and deliberate about the kind of data that you use to train the algorithms.
"Really carefully monitoring those data, ensuring that there's some human intervention and you're not solely relying on the data for the decision-making".
