Finding the right talent is vital to any company’s success. Both top performers and low performers can have a direct and enduring impact on an organisation’s performance. Today’s hiring managers need to quickly, efficiently and effectively identify the best possible candidates to move their companies forward. Making a bad hire will cost your business lost time and money.
In recent years, culture fit has become an increasingly important part of how companies think about potential employees. While years of experience, a desirable skill set and tenure with leading companies might make a candidate look good on paper, an individual’s inability to fit in culturally can contribute to negativity in the office, conflict between co-workers and loss of productivity.
Smart companies implement a well thought-out strategy for interviews that enables them not only to identify a candidate’s skill level, but also his or her cultural fit for the team. While easier said than done, here are four tips to consider when looking to hire the perfect ‘all-round’ candidate:
- Map interview questions against your company values.
A far better way to assess culture fit is to devise a list of questions that map to your company values. (Before you can do this, you need to put pen to paper and write down your company values if you haven’t already done so.) Here are just a few examples:
- “How do you communicate with your team?” “Can you give me an example of a difficult conversation you had with a team member?”
- “What kinds of people do you find difficult to work with?”
- “Which values matter to you when choosing a company to work for?”
- “Why are you excited about our mission?”
- Dig into motivations.
- Do thorough reference checks.
- How has the candidate dealt with feedback in the past?
- Can you describe the type of environment the candidate worked best in?
- Is there any situation or an example you can share in which you had to remind the candidate to do something more than once?
- Do you have any advice for me as their future manager?
Cultural compatibility leads to productivity
The cultural fit of a candidate has become increasingly important to organisations; as such businesses must consider this during the interview phase – along with the traditional sought-after skills and capabilities. Companies that take the time to adjust their interview process to understand the personal profile of a candidate and hire those whose values, motivations and passions align with those of the organisation and other employees, will ultimately retain talent much longer, developing a cohesive and productive workforce that will take the business from strength-to-strength.
By Sophie Adelman, Head of EMEA Sales, Hired