7 Steps to Determine if a Candidate is Right for your Culture
You’ve probably been there:
You interview a candidate.
On paper, he or she looks amazing.
Every box is checked, and he has the perfect profile.
You hire him…and he just doesn’t fit the culture!
What happened?
We’ve all read about culture fit vs culture add. Both are important! How do you strike a balance and know what to look for in the interviewing process?
- Make a list of the skills that are important to the role. These should go beyond technical skills, to include behaviors and talents. Think about phases such as: business-driver, innovator, leader, agile, collaborator, etc.
- Make a list of the core values that need to be exhibited by every employee.
- Create a list of questions around these two lists and use this as your interview guide.
- Ask very specific questions around those 2 lists. You can conduct behavior based interviewing – but make it feel natural and conversational.
- Share the core values of the organization with the candidate and ask which of these stand out to them the most. Ask for examples of how he or she exhibit these core values in the work environment.
- Most importantly, share your organization’s WHY. Let the candidate know the following: What do you stand for? How are you different? Why do they want to work for an organization like yours? What type of people are successful and which aren’t as successful at your company.
- Lastly, build a connection with the candidate. Ask them to share their WHY. What motivates him? What frustrates him? What environment does she thrive in?
Utilizing the list above will ensure that you find someone that will not only reflect company values and ethics but will also have the talents and skills that will enhance the team. This person will fit into the culture well, but also add to the team and enhance the overall culture, delivering best of both worlds.
To learn more about interviewing best practices, and determining the right fit for your organization, schedule a 30 minute call today.