The order is no coincidence – it changes everything.
A recruitment process can also begin like this:
With a culture interview. Not with technical questions. Not with CVs.
Why?
Because the best fit is not found in a CV – but in how people work together.
One possible sequence that has proved useful:
Culture interview – led by the team.
This is about mindset, communication and collaboration.
👉🏼 “What do you need to feel truly comfortable in a team?”
👉🏼 “How do you handle differences of opinion in everyday work?”
Operational interview – with a case study.
Professional thinking and problem-solving in context.
👉🏼 “How would you approach this specific challenge?”
👉🏼 “What would be your first step if you started tomorrow?”
Values interview – personal.
A conversation about mindset, responsibility and how you see yourself.
👉🏼 “What does good leadership mean to you?”
👉🏼 “Have you made a decision even though it was uncomfortable?”
This sequence changes a lot:
More genuine conversations, fewer facades.
More clarity – on both sides.
And ultimately: more sustainable decisions.
How do you handle this in your organisation? What experiences have you had with interview formats like these?
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