Cultural-fit Interview Questions

Use cultural fit questions to pinpoint candidates who love your company values and will fit in with ease.

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Why cultural fit interview questions are awesome

Your company culture goes hand-in-hand with your values and mission. It shapes how your employees work, connect and have fun (or not). 

There’s no right or wrong here, but hiring great culture-fits makes achieving business goals and retaining employees that much easier. 

Important note: Hiring for culture fit is all about finding people who will boost your teams and thrive—and diversity is a big part of that. Avoid bias and think about your team as a whole when you hire.

Before you start, you need to define your company’s values and long-term objectives so you can identify those values in your candidates. 

Top tips: 

  • Make sure you think about departmental sub-culture when you interview for culture-fit.
  • Let candidates make their own mind up by offering a quick tour of the office and an opportunity to meet potential teammates.

Cultural fit interview questions

  • Are you a lone wolf or a social butterfly? Why?
  • What’s your ultimate working environment?
  • Formal performance reviews v regular informal meetings: What do you prefer and why? 
  • What are your goals for the first six months in this role? 
  • What would make you quit a job in the first month?
  • What are your favorite ways to motivate your team?
  • Name one thing you love about your current role and hope to have here too?
  • What’s the worst company policy you’ve come across? Why was it so bad and how did you overcome it?
  • How would you cope if you’re given unfair last minute deadlines?
  • How would you change traditional systems if you had a better idea?

Candidates to look for

  • They embody company culture: If you’ve already got an awesome company culture, look for candidates who get it.
  • They’re great leaders: Look for candidates who are awesome influencers and can help nudge your teams towards the right culture and help hit challenging targets.
  • They’re polite: Friendly candidates are always a winner, but don’t reject introverts who struggle with small talk.

Candidates to avoid

  • Dishonesty: If you can tell a candidate is lying or you spot inaccuracies in their answers, they’re not the pro you’re looking for.
  • Value mismatch: If your candidate doesn’t share the same goals, or if you can’t offer what they need, the relationship will suffer. 
  • Bad-fit leadership skills: Authoritarian styles won’t work in a team that’s used to being independent. Check in for their leadership styles and dig deeper if you need to. 
  • Inflexible candidates: Bossy or arrogant candidates won’t be able to balance current work culture with offering new ideas of how to do things.
  • Disrespectful: We all love out-of-the-box thinkers, but outright disrespect of company policies isn’t ok.

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