Vietjet Air Interview Questions & Model Answers

How have you helped integrate a newcomer into an established team?

What they're asking: New crew, transfers and people of every background are constantly joining. They want someone who actively includes others rather than leaving newcomers to fend for themselves.

Model answer: When a transfer joined our tight-knit bar team, the group was a bit cliquey and slow to include him. I made the first move — invited him into conversations, walked him through our unwritten routines, and partnered him on a busy shift so he'd feel competent fast. Within two weeks he was fully part of the group. I've been the outsider before, so I make a point of being the person who closes that gap quickly.

Describe a time your team had to pull together to hit a tough deadline.

What they're asking: Turnarounds, boarding and service all run to tight clocks. They want to see you contribute to a coordinated push under time pressure rather than freezing or working in isolation.

Model answer: Our store had 48 hours to reset the entire floor for a flagship product launch after stock arrived late. We were never going to make it working as individuals, so we organised into zones, assigned the strongest person to the hardest zone, and ran rolling breaks so the work never stopped. I kept a running checklist visible so everyone could see progress. We finished an hour before doors opened. Shared visibility and clear roles turned panic into a plan.

Tell me about a time you had to give honest feedback to a colleague.

What they're asking: Crew uphold each other's standards, including grooming and conduct. They want someone willing to have a kind, direct conversation rather than gossip or let standards slip.

Model answer: A colleague's grooming had slipped and it was starting to get noticed by guests and the manager. Nobody wanted to say anything. I took her aside privately, framed it as looking out for her rather than criticism, and kept it specific and kind. She was grateful it came from a friend rather than a written warning. Caring enough to have the awkward conversation, gently and privately, is part of respecting a teammate.

Describe a time the workload on your team felt unfairly shared. What did you do?

What they're asking: Galley duties and tasks get divided every flight. They want someone who addresses fairness constructively through systems rather than someone who silently seethes or starts cliques.

Model answer: On a hotel housekeeping team a couple of people were consistently leaving the heaviest rooms for others. Rather than letting resentment build or complaining behind backs, I proposed a simple rotating room-allocation board so the tough rooms were shared transparently. It removed the personal friction because the system, not a person, decided. The team felt fairer and the quiet resentment disappeared.

Tell me about a time you took responsibility on behalf of your team.

What they're asking: They want to see accountability and loyalty to the team. Senior crew carry collective responsibility — they don't want someone who deflects blame onto juniors when something goes wrong.

Model answer: A function we catered ran late on food service and a client complained to my manager. Several factors caused it, but as the senior server on the floor I owned it rather than spreading blame across the kitchen and junior staff. I explained what went wrong, what I'd do differently, and protected the newer team members. My manager respected the accountability, and the team trusted me more for shielding them rather than throwing them under the bus.

Tell me about a time you mediated a conflict between two other people.

How would you handle two passengers arguing with each other on board?

Tell me about a time you had to enforce a rule a customer didn't like.

Describe a time you calmed an angry customer in front of others.

Tell me about a time you felt a decision by your manager was unfair.