<story><title>Culture Fit Interview Questions</title><url>https://hire.google.com/articles/culture-fit-interview-questions/</url></story><parent_chain><item><author>endymi0n</author><text>I&amp;#x27;d rip you to shreds on that one. It&amp;#x27;s my second favorite question and after an innocent opening of &amp;quot;What project was the most exciting one you recently did?&amp;quot;, I&amp;#x27;m usually launching a barrage of follow-up questions that zoom in and out all the time, like:&lt;p&gt;- Why were you selected for the team and who selected you?
- What were the biggest challenges the team faced?
- How did you measure you were doing the right thing and you did good work?&lt;p&gt;And on and on, always drilling down on their answers. It&amp;#x27;s close to impossible to come up with BS on the fly at that speed and pressure.&lt;p&gt;This really splits the wheat from the chaff and pure talkers and &amp;quot;team players&amp;quot; who didn&amp;#x27;t actually contribute anything to their teams&amp;#x27; success stand there naked.</text></item><item><author>Ancalagon</author><text>Actually, I&amp;#x27;d argue its very easy to dream up entire situations and completely lie about the kind of experiences these questions are asking about. Not saying I&amp;#x27;ve done it in an interview before, but that&amp;#x27;s my honest opinion.</text></item><item><author>baxtr</author><text>I’m interviewing 20+ candidates a month, and I have to say: these questions are really good to understand a person. It’s almost impossible to answer questions like 3 and 4 with fluff or BS, because they are asking for actual cases. This case-based interview technique allows you to go deep into the way people act, how they argue, how they try to influence people, how they view themself.&lt;p&gt;It’s important to understand that these questions are just the starting point of a conversation to understand how a person thinks and acts. It’s impossible to make things up with a good recruiter because there’s no way you know beforehand how deep and where he will go with his follow-up questions</text></item><item><author>HarryHirsch</author><text>How can you even answer any of these questions except with fluff and bullshit if you want to be hired? Google is supposed to be a data-driven company, but it&amp;#x27;s impossible to extract any information out of bullshit, bullshit by definition is orthogonal to observable reality, it is neither truth, nor falsehood, it&amp;#x27;s pure empty words.</text></item></parent_chain><comment><author>quadrifoliate</author><text>&amp;gt; I&amp;#x27;m usually launching a barrage of follow-up questions that zoom in and out all the time&lt;p&gt;I would probably fold under this style of questioning even when describing a completely true and even interesting project that stands apart from the random grunt work I usually do. When interviewing other people myself, my style is borderline diffident while asking the candidate, to reduce the chance of nervousness&amp;#x2F;anxiety influencing their answers.&lt;p&gt;That being said, I love Justwatch, so clearly your techniques are throwing up &lt;i&gt;some&lt;/i&gt; good candidates. All the best! :)</text></comment>
<story><title>Culture Fit Interview Questions</title><url>https://hire.google.com/articles/culture-fit-interview-questions/</url></story><parent_chain><item><author>endymi0n</author><text>I&amp;#x27;d rip you to shreds on that one. It&amp;#x27;s my second favorite question and after an innocent opening of &amp;quot;What project was the most exciting one you recently did?&amp;quot;, I&amp;#x27;m usually launching a barrage of follow-up questions that zoom in and out all the time, like:&lt;p&gt;- Why were you selected for the team and who selected you?
- What were the biggest challenges the team faced?
- How did you measure you were doing the right thing and you did good work?&lt;p&gt;And on and on, always drilling down on their answers. It&amp;#x27;s close to impossible to come up with BS on the fly at that speed and pressure.&lt;p&gt;This really splits the wheat from the chaff and pure talkers and &amp;quot;team players&amp;quot; who didn&amp;#x27;t actually contribute anything to their teams&amp;#x27; success stand there naked.</text></item><item><author>Ancalagon</author><text>Actually, I&amp;#x27;d argue its very easy to dream up entire situations and completely lie about the kind of experiences these questions are asking about. Not saying I&amp;#x27;ve done it in an interview before, but that&amp;#x27;s my honest opinion.</text></item><item><author>baxtr</author><text>I’m interviewing 20+ candidates a month, and I have to say: these questions are really good to understand a person. It’s almost impossible to answer questions like 3 and 4 with fluff or BS, because they are asking for actual cases. This case-based interview technique allows you to go deep into the way people act, how they argue, how they try to influence people, how they view themself.&lt;p&gt;It’s important to understand that these questions are just the starting point of a conversation to understand how a person thinks and acts. It’s impossible to make things up with a good recruiter because there’s no way you know beforehand how deep and where he will go with his follow-up questions</text></item><item><author>HarryHirsch</author><text>How can you even answer any of these questions except with fluff and bullshit if you want to be hired? Google is supposed to be a data-driven company, but it&amp;#x27;s impossible to extract any information out of bullshit, bullshit by definition is orthogonal to observable reality, it is neither truth, nor falsehood, it&amp;#x27;s pure empty words.</text></item></parent_chain><comment><author>Ancalagon</author><text>That&amp;#x27;s fair. I&amp;#x27;d just assume that even the good, honest candidates will eventually feel like an interview like that is more of an interrogation, and decide not to come back because their manager doesn&amp;#x27;t trust them.&lt;p&gt;Please note I&amp;#x27;m not trying to make a personal attack here, my interview style has pretty much always been to keep things simple, straight, and to-the-point. Additionally, most of my interviews are technical, so sorting out behaviors is usually secondary, and the technicality is usually enough information to select candidates on.</text></comment>