So, do you want to hire by going beyond the resume? Asking the right interview questions to gauge cultural fit at your company is a must. The following interview questions will help uncover whether candidates possess teamwork skills, are forward-thinking, and will vibe with your culture.
How to Show You Are a Culture Fit in Your Interview – (Job Interview Culture Fit Strategy)
Interviews for Top Jobs at Vibes
Business Development Representative EMEA Interview
I applied online. I interviewed at Vibes in Apr 2021
Interview
It was a great stress-free interview, did not feel any pressure. The interviewer was friendly and did not ask over the moon questions. She was trying to know more about me beyond what’s written on the CV. Her positive comments gave me more confidence to show what I’m capable of.
- What obstacles did you go through and overcome?
Senior Manager, Software Engineering Interview
I applied online. The process took 2 weeks. I interviewed at Vibes
Interview
I had amazing experience interviewing with Vibes. The process was very well-defined and transparent. It all started with a recruiter from Vibes. She provided all necessary information, interview topics and expectations. You’re in good hands to start with. Here are the interviewing steps: 1. Hiring manager2. Culture interview with HR3. Product management4. Architecture and tech leads5. Dev OpsThe process ends with detailed feedback (if you want) which was very helpful!
- Situational and behavioral questions based on your experiences.
Customer Success Interview
I applied through an employee referral. The process took 6 weeks. I interviewed at Vibes
Interview
I had a phone interview from one of the HR people about a week or two after I sent in a resume. That went well, and a week later they asked to schedule an in-person interview. We scheduled it for 2 weeks later when I would be in Chicago for the weekend. The in-person interview was actually a series of interviews. One in-person with the HR woman, and 3 interviews back to back with various Customer Success associates and managers. Heard back with an offer about a month after the interview.
- Why marketing?
What would you change about your previous job/employers?
The toxic answer: Recognize toxic employees as candidates who whines and complains when they discuss their boss, co-workers, and their job in the interview. Anyone who dives into a laundry list of faults about their previous job is someone who will bring high levels of negativity to every workplace challenge.
Toxic employees can answer this question more subtly, as well. Beware of candidates who pinpoint problems in their workplace on a specific person or who speak ill of their co-workers. These professionals aren’t team players and cause tremendous damage to morale, especially when things go wrong.
On the other hand, avoid the candidate who says they wouldn’t change anything about their job or employer. The candidate wouldn’t be looking for a new job if they loved everything about their current one. These candidates are faking it, and you don’t know what else they’re phony about.
What to look for instead:
No one likes everything about their job, and there are improvements that need to be made in every organization. Although you’re asking candidates to speak about negatives, look for those who do so without complaining. They speak about office problems overall and don’t blame them on any particular person. They speak honestly, but professionally about the changes they would make and focus on the positive outcomes of those changes — not the negative issues.
Tell me about a failure or a time you could have done better.
The toxic answer: There are many types of toxic employees. Many of them struggle to recognize their faults and could be too proud to reach out for help when they need it.
Arrogance is a signature trait of toxic employees, and job seekers with this trait won’t take direction, advice, or criticisms from their co-workers and managers, recognize and learn from their mistakes, or seek help to remedy a situation.
In fact, Cornerstone OnDemand’s Toxic Employees in the Workplace: Hidden Costs and How to Spot Them report found that professionals who are notably over-confident about their technical proficiencies were 43% more likely to engage in toxic behavior.
Avoid toxic workers who admit failure but are quick to blame others for the situation. Similarly, beware of candidates who claim they solved their own problems without the help of others. These professionals won’t ask for help when they need it, and they won’t appreciate it when their co-workers help them.
Also, interview questions like this eliminate candidates who don’t think they have ever failed or could have improved their performance. These professionals have unrealistic perceptions about their skills and can’t recognize their faults. If they can’t recognize problems, they won’t learn from them and grow as a professional.
What to look for instead:
Look for the candidate who understands their strengths and weaknesses and takes responsibility for their mistakes. These candidates recognize their faults and move on. They don’t see these situations as failures but as learning experiences. In their answer, they focus on what they learned from the situation and how they would handle it differently now.
Non-toxic candidates don’t have a problem talking about those who helped them out, their managers who offered tips and advice, or how they worked together to handle a crisis.
What do you love most about your current/previous job?
The toxic answer: Toxic employees love vacation days, free food in the kitchen, and high salaries. Employees should enjoy the benefits and perks of their jobs, but it shouldn’t be their primary motivation for work.
Toxic employees don’t care about their work, and only show up for a paycheck. And their negative attitude permeates throughout the organization. After all, evidence from the Harvard Business School study found that nearly half of employees “decreased their work effort” and intentionally spent less time at work. A candidate who only cares about superficial aspects of a job isn’t engaged, and won’t be motivated to do their best work.
In addition, identify toxic candidates who talk about the awards and recognition they receive on the job. These candidates may only be motivated by rewards, not the job itself.
What to look for instead:
Look for candidates who are passionate about their work. These employees find joy in their role and the impact it has. These candidates will talk about the challenges of the job, the outcomes of their work, or their interest in the industry.
Quality candidates may also discuss aspects of their working environment they enjoyed that go beyond superficial perks. They talk about the great collaborative team, how they loved the open communication between co-workers and managers, or how everyone worked together and pitched in during stressful times.
Although these candidates aren’t expressing their passion for the job, they’re showing that they care about co-workers and how the office environment impacts their work, not how perks benefit them.
FAQ
How do you prepare for a checkers interview?
- Arrive 10 minutes early.
- Turn off your smartphone.
- Learn as much as you can about the company.
- Don’t speak too fast as you will sound nervous.
- Don’t speak too slowly as you will sound boring.
- Make eye contact during the entire interview.
What are the 10 most common interview questions and answers?
- Tell me about yourself.
- What attracted you to our company?
- Tell me about your strengths.
- Tell me about your strengths.
- Where do you see yourself in five years?
- Tell me about a time where you encountered a business challenge?
How do you vibe an interviewer?
What are some of the positive vibes on interviews?
- I am calm and confident; job interviews are easy.
- I am perfect for this position; I am their ideal candidate.
- I love job interviews, and my energy is contagious.
- I impress interviewers; I stand out above the rest.
