The Right Interview Questions Lead to Insight into Candidates’ Culture Fit
This is essential to identify candidates who not only appear to be a good fit for the company, but will likely stick around for the long term. Questions should be directed to find out as much as possible about the culture at the candidate’s current or former company, why they like it or don’t, what they would change, what a positive culture means to them, whom they regard as mentors, and how they wish to develop in their careers.
While no candidate honestly enjoys a grilling during an interview, they do value open, direct and clear communication. A survey from 15Five, found that 81 percent of employees prefer a company that values open communication, even over perks such as free food and gym memberships.
This, according to Tim Cannon at FastCompany, is good news because communicating doesn’t cost a thing. Done correctly, the way a company communicates also reveals the prevailing culture.
This could be as simple as choosing to ditch emails during the recruitment phase for more modern, informal and immediate means such as texts or social media messages. Of course, you could always pick up the phone: 77 percent of professionals prefer receiving good news this way.
OK, so employers and employees want a good cultural fit, and in order to achieve this both parties need to communicate openly and honestly. But it’s not that simple. Companies, like the people working in them, change. The modern workforce also includes remote workers, contractors and consultants.
Robert Glazer, founder and managing director at Acceleration Partners, writes that cultural fit needs to be shared by all these various types of employees. If they fail to adhere to the cultural values, they are not going to drive the sense of cohesion needed at a company.
This sense is exacerbated as organizations grow and evolve. Team members that fit well with a company early at its foundational stages may not grow with it. Culture is not a concrete concept where “round pegs go in round holes and, once they’ve found the right spot, stay there,” Glazer says. Instead, a good fit needs to put the right person in the right role at the right time. If these three factors are misaligned, leaders will need to straighten them out.