Instead of asking for a favor, Michelle Khare initiated a relationship with creator Hank Green by asking a deep, personal question about his childhood inspiration. The thoughtful, non-transactional approach earned a multi-page reply and stood out from typical networking requests.

Asking a candidate when they first encountered the brand can reveal whether they are a true customer and believe in the mission. This question invites a conversation that helps suss out their level of preparation, empathy for the customer, and genuine interest beyond just seeking a job.

When a venture capitalist asks a profound, introspective question (e.g., about your siblings), it might not be for evaluating you. Instead, it's a clever tactic to build rapport and make you feel understood, increasing the likelihood you'll choose them in a competitive funding round.

Tasked with gathering user feedback in a mall for a job interview, the speaker failed with a product-centric pitch. He succeeded by reframing the request as a personal, empathetic plea: "I'm on a job interview... Would you do that just so I can get this job?" This leveraged social goodwill over transactional value.

Steve Klinsky interviews for long-term potential by asking candidates what they read and who they admire. This reveals their intellectual curiosity and value system, traits he considers more predictive of future leadership success than the technical skills already vetted by his team.

Instead of only asking questions, leaders should begin interviews by explaining their personal values. This gives candidates a clear picture of what it's like to work with you on good and bad days, fostering a deeper connection and allowing both parties to assess the fit more honestly.

When reaching out to a potential mentor, go beyond their professional history. Michal Preminger advises doing 'serious research' to find a personal commonality that can create genuine chemistry, making the mentor want to invest their time long-term, not just for a single 30-minute call.

Instead of answering 'What do you do?' with just a job title, create opportunities for serendipity by offering multiple 'hooks'—mentioning a hobby, a side project, or a recent interest. This gives the other person several potential points of connection, dramatically increasing the chances of an unexpected, valuable interaction.

Instead of generic interview questions, ask what truly motivates a candidate and what they'd do for a hobby if money weren't an issue. The way they describe these passions reveals their energy, personality, and core drivers far more effectively than rehearsed answers about work experience.