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.
- 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.