10 Questions to Avoid Hiring a Culture Killer

Hiring the right candidate is crucial for any organization’s success, but the stakes are even higher when it comes to avoiding individuals with toxic tendencies. The wrong candidate can disrupt team dynamics, exploit resources, and undermine company morale. To help you avoid these potentially detrimental hires, we’ve crafted a list of 10 insightful questions designed to reveal different qualities. These questions, paired with ideal responses, will guide you in identifying candidates who possess the empathy, humility, and collaborative spirit essential for a healthy and productive workplace. Dive in and discover how to make your next hire a positive addition to your team. 

Disclaimer: The goal here is not to stigmatize, but to spot employees or candidates whose attitude, intentions, or malevolence could ruin a team’s dynamic. The environment created by your organization, or the culture you have made will also profoundly impact motivation and success, (we all have to take a little responsibility, right?!). 

Titus Learning and Development – Coaching Up or Coaching Out 

In the exploration of candidates and current employees, these 10 questions will help you root out the Committed Champion from the Contaminators (those who display toxic traits). Before we get to that, join us in looking at how we begin our journey coaching employees for engagement and performance (and how that relates to the hiring process). 

Typically, we see people falling into one of our categories (and there is a spectrum within each category). 

Committed Champions: Committed Champions are employees who exhibit both high engagement and high performance. They are the star players who consistently lead the team to success, influencing and inspiring others along the way. Managers must continue to invest in their development, ensuring that they have opportunities to grow and advance within the organization. 

Lone Wolves: Lone Wolves are high performers who lack engagement, posing a potential risk to team cohesion and retention. They may be driven by personal motivations or suffer from misalignment with the company, role, or management. Identifying the root cause of their disengagement and addressing it through tailored support can help re-engage these valuable employees. 

Silent Killers: Silent Killers are highly engaged employees whose performance falls short. Despite their enthusiasm and commitment, they struggle to meet performance expectations, often due to skill gaps or personal issues. Providing additional training, coaching, and support can help them improve their performance and fully realize their potential. 

Contaminators: Contaminators are employees who are both disengaged and underperforming, requiring immediate intervention. Establishing clear expectations, addressing skill gaps, and exploring potential misalignments are crucial steps. Motivating these employees to improve is essential, but if progress isn’t made, it may be necessary to consider parting ways for the benefit of both parties. 

Asking the Right Questions to Avoid Hiring a Toxic Candidate 

1. Grandiosity: An Exaggerated Sense of Self-Importance and Superiority Over Others 

• Question: “Can you tell me about a time when you were recognized for your achievements? How did you feel about it?” 
• Ideal Answer: The candidate should respond in a way that acknowledges their pride in the recognition, but also highlights the contributions of others and the team’s effort. 
• Why: This shows a balanced perspective and avoids excessive self-importance. 

2. Need for Admiration: A Constant Craving for Excessive Praise and Validation from Others 

• Question: “How do you like to receive feedback and recognition for your work?” 
• Ideal Answer: The candidate should indicate that they value constructive feedback and use it as an opportunity for growth rather than seeking constant admiration. 
• Why: This reflects a healthy attitude towards validation and self-improvement. 

3. Lack of Empathy: An Inability to Understand or Care About the Feelings and Needs of Others 

• Question: “Describe a situation where you had to help a colleague with a problem. How did you handle it?” 
• Ideal Answer: The candidate should describe a scenario where they actively listened to the colleague’s concerns and provided support and assistance. 
• Why: This demonstrates empathy and a willingness to understand and help others. 

4. Sense of Entitlement: A Belief That One Deserves Special Treatment and Unquestioning Compliance from Others 

• Question: “What are your expectations from the company and your colleagues in terms of support and recognition?” 
• Ideal Answer: The candidate should express reasonable expectations that emphasize mutual respect, collaboration, and merit-based recognition. 
• Why: This indicates a balanced view without an exaggerated sense of entitlement. 

5. Exploitative: A Tendency to Take Advantage of Others for Personal Gain Without Regard for Their Well-Being 

• Question: “Can you give an example of a time when you had to use your network or resources to achieve a goal?” 
• Ideal Answer: The candidate should explain how they leveraged resources ethically, acknowledged contributions, and offered reciprocation. 
• Why: This shows a fair and ethical approach rather than exploitative behavior. 

6. Envy: A Tendency to Feel Jealous of Others’ Successes or to Believe Others Are Envious of Them 

• Question: “How do you feel when you see a colleague receiving a promotion or recognition?” 
• Ideal Answer: The candidate should indicate that they feel happy for their colleague’s success and use it as motivation to improve themselves. 
• Why: This response demonstrates genuine happiness for others and avoids envy. 

7. Arrogance: Displaying Haughty and Disdainful Attitudes Towards Others 

• Question: “What would you say sets you apart from other candidates for this position?” 
• Ideal Answer: The candidate should highlight their unique strengths while maintaining humility and acknowledging the value of learning from others. 
• Why: This shows confidence without arrogance and an openness to continuous learning. 

8. Preoccupation with Fantasies: Being Excessively Absorbed in Grandiose Dreams of Success, Power, or Beauty 

• Question: “What are your long-term career goals and dreams? How do you plan to achieve them?” 
• Ideal Answer: The candidate should outline ambitious yet realistic goals and describe practical steps they plan to take to achieve them. 
• Why: This reflects a grounded approach to career aspirations rather than unrealistic fantasies. 

9. Interpersonal Manipulation: Using Others to Achieve Personal Goals Through Deceptive or Underhanded Tactics 

• Question: “Tell me about a time when you had to persuade someone to see things your way. What was your approach?” 
• Ideal Answer: The candidate should explain how they used clear communication, supported their ideas with evidence, and found common ground. 
• Why This demonstrates a collaborative and ethical approach to persuasion rather than manipulative tactics. 

10. Hypersensitivity to Criticism: Reacting Strongly and Negatively to Criticism or Perceived Slights 

• Question: “How do you handle constructive criticism or feedback that you disagree with?” 
• Ideal Answer: The candidate should indicate that they thoughtfully consider feedback, even if they disagree, and use it as a chance to gain a different perspective and improve. 
• Why This shows maturity and resilience in handling criticism constructively. 

The Wrap Up 

By incorporating these questions into your interview process, you can better identify candidates who are likely to contribute positively to your team. Focus on responses that reflect empathy, humility, and a collaborative spirit, ensuring your next hire aligns with the values and culture of your organization. 

At Titus Talent Strategies, we understand the power of human connection. We believe that building genuine relationships is paramount in the talent acquisition process. Our commitment to being relentlessly relational goes beyond transactions; it is about fostering trust and understanding with both candidates and clients.   

We invest time in getting to know your unique needs and the specific qualities that make a candidate a perfect fit for your company culture. This focus on people ensures we deliver high-caliber talent who will make a lasting impact on your organization. Connect with us today to learn more.