How to Interview Like a Pro: A Hiring Manager’s Guide to Finding the Right Culture, Skill, and Attitude Fit
Hiring isn’t just about filling a seat—it’s about building a team that thrives. A great interview uncovers not just who can do the job, but who will succeed in your environment.
At JRo Recruiting, we coach hiring managers on three dimensions of fit that predict long-term success: culture fit, skill fit, and attitude fit. Here’s how to assess all three with confidence.
1. Structure Your Interview
A consistent process helps you compare candidates fairly and stay focused. This is is an example of structuring for a 60 minute interview. For a 30 minute interview, adjust the times.
| Stage | Focus | Time |
|---|---|---|
| Intro (5 min) | Welcome, overview of role & company | 5 min |
| Experience Deep Dive (15–20 min) | Skills, past performance, problem-solving | 20 min |
| Culture & Attitude (15 min) | Values, motivation, collaboration style | 15 min |
| Candidate Questions (10 min) | Let them interview you | 10 min |
| Close (5 min) | Next steps, thank-you | 5 min |
2. Evaluate the Three Fits
Culture Fit: Do They Align with How You Work?
Ask:
What type of environment helps you do your best work?
Tell me about a team where you felt you truly belonged.
How do you like to receive feedback?
Describe a time you disagreed with a decision, and how you handled it.
Listen for: shared values, collaboration, comfort with feedback.
Watch out for: ego-driven language or lack of accountability.
Skill Fit: Can They Actually Do the Work?
Ask:
Walk me through a project you’re proud of.
How do you measure success?
What are three skills you can use to contribute to this role/company?
Listen for: quantifiable outcomes and problem-solving process.
Watch out for: vague answers or reliance on others’ success.
Attitude Fit: Will They Grow and Contribute Long-Term?
Ask:
Tell me about a time you had to learn something quickly.
What’s the toughest feedback you’ve received, and how did you act on it?
What motivates you to do your best work?
Listen for: ownership, curiosity, adaptability.
Watch out for: rigidity or defensiveness.
3. Use a Simple 3x3 Evaluation Grid
After every interview, rate each dimension on a 1–5 scale:
| Category | High (5) | Medium (3) | Low (1) | Notes |
|---|---|---|---|---|
| Culture Fit | ||||
| Skill Fit | ||||
| Attitude Fit | ||||
| Total |
Scoring Guide:
12–15 = Strong hire
8–11 = Maybe (needs discussion)
< 8 = No hire
4. The Candidate Experience Matters
How you close the interview reflects your brand. In today's market, regardless of whether you hire the candidate or not, your candidate experience matters.
“Thanks for sharing all that. We’ll regroup as a team and follow up by [day]. Feel free to reach out if any questions come up.”
5. Download the Free JRo Recruiting Interview Scorecard
Want to make this easier? Download our Interview Questions and Scorecard Template to evaluate culture, skill, and attitude fit in one simple sheet.