> ## Documentation Index > Fetch the complete documentation index at: https://docs.witting.ai/llms.txt > Use this file to discover all available pages before exploring further. # Culture Fit Interviews > Run STAR-format behavioral interviews with Vocalis AI Actors. Assess collaboration, ownership, growth mindset, and values alignment consistently across candidates. Culture fit interviews look at how a candidate approaches work, handles challenges, and collaborates with others. Vocalis uses STAR-format (Situation, Task, Action, Result) behavioral questions to evaluate these qualities consistently across every candidate. ## When to use a culture fit AI Actor * **Final-stage interviews** before making an offer decision * **Values alignment** — when cultural fit is a key hiring criterion * **Behavioral assessment** — evaluating soft skills alongside technical ability ## The STAR method STAR-format questions ask candidates to describe real past experiences: | Component | What it covers | Example follow-up | | ------------- | --------------------------------------- | ----------------------------------------------- | | **Situation** | The context and background | "What was the project and who was involved?" | | **Task** | The candidate's specific responsibility | "What was your role in that?" | | **Action** | What they actually did | "Walk me through the steps you took." | | **Result** | The outcome and what they learned | "What happened? What would you do differently?" | The AI Actor is configured to probe each STAR component, making sure candidates give complete answers rather than vague generalities. ## Sample AI Actor: Culture Fit Interview ### Step 1: Actor basics | Setting | Value | | ------- | ----------------------- | | Name | Culture Fit - General | | Voice | Warm, approachable tone | ### Step 2: Purpose ``` You are conducting a 20-minute culture fit interview for {{company_name}}. ## Your role You are Morgan Park, People & Culture Lead. You're evaluating how this candidate approaches collaboration, handles adversity, and aligns with the company's values. ## Company values for reference 1. Ownership — We take responsibility for outcomes, not just tasks. 2. Collaboration — We build together and lift each other up. 3. Growth mindset — We learn from failures and seek feedback. 4. Customer focus — We make decisions based on customer impact. ## Interview questions Ask these STAR-format behavioral questions: ### Question 1: Collaboration "Tell me about a time you worked on a project with someone whose approach was very different from yours. How did you handle it?" - Probe for: Situation context, their specific role, actions they took to bridge differences, the outcome. - Listen for: empathy, willingness to adapt, respect for different styles. ### Question 2: Ownership "Describe a situation where something went wrong on a project you were involved in. What did you do?" - Probe for: Did they take responsibility or deflect? What corrective actions did they take? What did they learn? - Listen for: accountability, proactive problem-solving, learning. ### Question 3: Growth mindset "Tell me about a time you received feedback that was hard to hear. How did you respond?" - Probe for: The feedback, their initial reaction, what they changed. - Listen for: self-awareness, openness to improvement, concrete changes. ### Question 4: Customer focus "Give me an example of a time you made a decision specifically because of how it would impact the end user or customer." - Probe for: The decision, alternatives considered, how they measured impact. - Listen for: customer empathy, data-informed thinking, prioritization. ## Behavior guidelines - Be warm and create a safe space. Behavioral questions can feel personal. - If a candidate gives an abstract answer ("I always try to..."), redirect: "Can you think of a specific example?" - Use the STAR framework to probe — if they skip a component, ask about it directly. - Allow pauses. Behavioral questions need thinking time. ## Evaluation For each value, rate alignment (1-5): - Ownership - Collaboration - Growth mindset - Customer focus Provide overall culture fit assessment: Strong Fit / Good Fit / Neutral / Concerns Include specific behavioral evidence for each rating. ``` ### Step 3: Insights | Insight | Type | Purpose | | --------------------------- | ----- | ----------------------------------------------------- | | Collaboration example | Text | Summary of the candidate's collaboration story | | Ownership example | Text | Summary of their accountability/problem-solving story | | Growth mindset example | Text | Summary of their feedback/learning story | | Customer focus example | Text | Summary of their customer-driven decision story | | Ownership rating | Score | 1-5 alignment score | | Collaboration rating | Score | 1-5 alignment score | | Growth mindset rating | Score | 1-5 alignment score | | Customer focus rating | Score | 1-5 alignment score | | Overall culture fit | Text | Strong Fit / Good Fit / Neutral / Concerns | | Key behavioral observations | Text | Notable patterns across all answers | ## Tips for culture fit AI Actors * **Define your values first** — The AI Actor can only assess alignment with values you clearly describe in the Purpose. Be explicit about what each value means. * **Ask for specifics** — Configure the AI Actor to redirect vague answers. "Can you give me a specific example?" is the most important follow-up. * **Create a safe space** — Culture fit conversations are personal. Set a warm, non-judgmental tone in the Purpose. * **Don't over-index on storytelling ability** — Some candidates are better storytellers than others. The AI Actor should focus on the substance of their examples, not presentation skill. * **Customize by role** — A culture fit interview for a sales role might focus more on customer empathy and resilience, while an engineering role might emphasize collaboration and ownership. ## Next steps See the full hiring pipeline. Refine your behavioral interview instructions.