Transform Your Hiring with Cultural Interviews
It was one of those days where the grind of back-to-back interviews felt particularly heavy. Candidate after candidate, resume after resume. Each conversation started to blur into the next, like scenes from a movie you’ve seen too many times. I caught myself falling into autopilot—asking the same questions, getting the same polished, predictable responses. But then, one candidate walked in, and something made me pause.
I decided to break the script.
I started with something unconventional: “If you had a giant billboard on a highway for a day, what would it say?”
For a moment, they looked startled. Then they smiled and said, “Dream big. Fail big.” The confidence in their tone caught my attention. They explained how their life had been a series of calculated risks, some of which worked out brilliantly and others that taught them lessons they wouldn’t trade for anything. It wasn’t the words themselves that struck me—it was the story behind them. They weren’t just repeating motivational fluff; they had lived it. And in that moment, I wasn’t just hearing about their experiences; I was seeing their mindset, the kind of resilience and ambition that can transform a team.
Intrigued, I pressed on. “What’s one thing you absolutely loved about your last job, and one thing you think could have been done better?”
This time, they didn’t hesitate. “I loved how my team celebrated every small win. It made us feel like we were all in it together, no matter how challenging the project was. But I struggled with how decisions were made behind closed doors. It sometimes felt like the ‘why’ behind big changes was a mystery to us.”
That answer hit me like a lightbulb moment. It wasn’t just a critique; it was an insight into what made them tick. This was someone who valued transparency and a sense of shared purpose. It was clear they weren’t just looking for a job—they were looking for a team they could truly connect with.
I decided to dig deeper. “What’s one thing about you that I wouldn’t guess from your resume?”
They chuckled, thinking for a moment, before saying, “I’m a weekend potter. It’s something I started a few years ago to manage stress. There’s something about shaping clay that’s both frustrating and rewarding—it teaches you patience because the more you rush, the worse it gets.”
That was the turning point. I wasn’t just learning about their hobbies; I was seeing how they handled pressure, how they approached growth, and how they stayed grounded in chaos. It was the kind of insight no resume could ever offer.
The conversation flowed naturally after that, with each question peeling back another layer of who they were—not just as a professional but as a person. It reminded me of something Richard Branson once said: “Hire for personality. Skills can be taught, but you can’t train someone to have the right attitude.”
Reflecting on that interview, I realized something powerful. We spend so much time looking for the “perfect candidate,” yet we often miss the essence of what truly makes someone the right fit. It’s not just their qualifications or technical skills; it’s their mindset, their values, and their ability to bring something unique to the table.
Research backs this up. A study by LinkedIn revealed that 89% of successful hires attribute their success to cultural fit over technical skills. It’s not just about who looks good on paper; it’s about who aligns with the heart and soul of your team.
That candidate didn’t just pass the interview; they taught me something about how we should be approaching hiring. Asking the right questions—unexpected ones, human ones—can transform an interview from a transaction into a meaningful dialogue. It’s how you uncover the depth behind the resume, the personality behind the answers.
So here’s what I took away from that day: every candidate is more than just their work history. They’re a story waiting to be discovered. All it takes is asking the right questions to bring that story to life. As recruiters, HR professionals, or founders, our job isn’t just to fill roles—it’s to find people who will elevate our teams, people who will thrive and help others thrive too.
If you’ve ever felt stuck in the same old interview routine, try breaking the script. You might be surprised at what you uncover—about your candidates and about yourself.