Finding a candidate with top talent to fill an open position is a good feeling. You’ve found someone that possesses the skills and experience necessary to perform the job at hand and do it well. Box checked!
During the interview process, you focused mainly on their qualifications and professional background, but it was hard to get a sense of who they are and what they are about. You tell yourself that it’s not too much of a concern; with their skills and talent, it should all work out.
Sometimes it does work out, but many times it doesn’t. Don't overlook this one key factor when hiring a new candidate!
Hiring for Culture Fit
Frequently, how a new hire will fit and add to the company culture is overlooked.
Every single hire will improve your culture or detract from it. It’s critical to hire people who have the innate talents to perform with excellence in their position but are also the right fit for your culture.
For example, if you have an open workspace environment encouraging collaboration and innovation but your new hire is introverted and prefers to work independently and behind closed doors, they may not be compatible.
Different people shine in different environments.
Many times, companies end up with qualified employees who just don’t fit with the company’s values and mission. This leads to disengagement, turnover, and ultimately affects your clients.
Build a Positive Company Culture
Here are some tips to help you select talented people that will also make a positive impact on your company culture:
- Consider what behaviors you’re looking for and ask questions that will help determine that alignment.
- Write one question that aligns with each of those behaviors so you can probe for it during an interview. If you have 5 behaviors listed, you should write 5 questions.
- Make sure everyone conducting interviews in your organization are asking these types of questions, so you are all working together to find the right candidates that fit in with your company culture.
Here are some examples:
Behaviors we’re looking for:
- Drives original thinking
- Is comfortable with chaos and uncertainty
- Senses the need for purposeful change that is in alignment with their role, circle, and company purpose
Interview Guide Questions:
- Tell me about a time that you disagreed with the majority viewpoint at work? What was the outcome?
- Describe a major change that occurred in a job that you held. How did you adapt to this change?
- How do you know when it’s time for a change, what criteria do you use?
Adding elements of culture into your interview process helps you get a sense of what your candidate is all about and if they will fit and enhance your company culture. Highly engaged employees grow revenue 2.5 times as much as those who don’t! Reducing regrettable turnover starts with hiring and retaining top talent who are highly engaged with your company culture.
*Editor's Note: This blog has been updated since its original post date.