{{company_name}}
{{company_address}}
Phone: {{phone}} | Email: {{email}} | Web: {{website}}
Form Title
Cultural Fit Interview Form
Purpose
Standardize cultural fit interview form for a fair, efficient and compliant hiring process.
Employee Information
| Field | Value |
|---|---|
| Full Name | {{employee_name}} |
| Employee ID | {{employee_id}} |
| Job Title | {{job_title}} |
| Department | {{department}} |
| Manager | {{manager_name}} |
| Effective Date | {{effective_date}} |
Details
| Field | Value / Notes |
|---|---|
| Values Alignment | _______________________ |
| Collaboration | _______________________ |
| Ownership | _______________________ |
| Customer Focus | _______________________ |
| Conflict Style | _______________________ |
| Outcome | _______________________ |
Instructions
- Complete fields at the relevant stage of the hiring funnel.
- Attach supporting documents and interview notes.
- Submit signed copies to Talent Acquisition for the candidate file.
Certification
I confirm this assessment is based on objective evidence and aligned to the role requirements.
Signatures
| Signature | Date | |
|---|---|---|
| Employee: {{employee_name}} | ____________________ | {{date}} |
| Manager: {{manager_name}} | ____________________ | {{date}} |
Hiring Stage Overview
| Stage | Owner | Deliverable |
|---|---|---|
| Workforce planning | Hiring Manager | Approved requisition |
| Sourcing | Talent Acquisition | Diverse pipeline |
| Screening | Recruiter | Shortlist with notes |
| Interview | Panel | Scored evaluation |
| Offer | HR + Hiring Manager | Signed offer letter |
| Onboarding | HR Operations | Day-one readiness |
Candidate Information
| Field | Detail |
|---|---|
| Candidate Name | {{employee_name}} |
| Position | {{job_title}} |
| Department | {{department}} |
| Hiring Manager | {{manager_name}} |
| Target Start Date | {{effective_date}} |
| Offered Compensation | {{salary}} |
Pre-Employment Checklist
Fair Hiring Principles
- Evaluate candidates against documented competencies, not on inferred characteristics.
- Use a diverse panel and structured questions to minimize bias.
- Document the decision with cited evidence in the ATS.
- Provide timely, respectful feedback to unsuccessful candidates.
Data Protection & Records
Candidate data is processed on the legitimate basis of recruitment and retained per the published retention schedule. Unsuccessful candidate data is purged at the end of the retention window unless explicit consent has been provided for future opportunities.
Document Control
| Field | Value |
|---|---|
| Document Owner | Human Resources — {{company_name}} |
| Category | Hiring |
| Version | 1.0 |
| Effective Date | {{date}} |
| Next Review | Annually from effective date |
| Approved By | {{manager_name}} |
| Classification | Internal — Confidential |
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