Everyone has heard the timeless idiom “looks good on paper,” but how many truly understand what it means to look beyond the resume? Is a candidate with a glowing resume really the right hiring choice, or are other factors just as important? In addition to hiring based on your company’s job requirements and candidates’ past experiences, it is important to focus on hiring people who fit best within your company’s cultural landscape. And I don’t mean determining if their favorite sports teams align with the rest of the office. You need to understand how each candidate you’re considering approaches their work, feels valued, and what motivates them. Assessing culture fit will allow you to look beyond candidate resumes and LinkedIn profiles to determine if someone’s attitude and values align with your company’s environment and goals. To avoid the cost of a potentially wrong hire, culture fit assessments are a vital part of the recruiting and hiring process. There are a few key factors hiring managers should focus on during candidate interviews to assess culture fit.

Work Environment:
To better understand what type of work environment a potential  candidate will thrive in, you should ask questions around accomplishments in past work environments. Did they excel in a fast-paced office? Do they have trouble working in loud or busy environments? Why do they or don’t they prefer working from home? These questions will help you determine if your company’s office atmosphere will foster a candidate’s strengths or provide potential obstacles.

Work Style:
Every company operates a little bit differently, so it is important to examine the work styles of potential candidates to determine if they will experience success at your company. Structure and pace are two important factors to consider when finding the right candidate. For example, if your company organizes employees into teams for collaboration, you will need to make sure that the person you hire works well in a group format. The same thing goes for pace – a candidate with fast-paced tenacity may struggle in a position that requires long-term, methodical strategizing.

Managerial Style:
Investigating a candidate’s culture fit based on management styles is another critical step of the hiring process. Some candidates may require heavy direction and supervision and would be unhappy if your company values autonomy and lateral management. When a candidate’s managerial style aligns with your company, they are often more trainable and coachable.

Topics: Staffing & Hiring, company culture, hiring, interview, recruiting, staffing

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ABOUT Britta Jones

Britta works as a part of the Marketing Team at Xtreme Consulting, focusing on brand strategy, designing new campaigns and programs, and strategic planning. Outside of Marketing, Britta enjoys snowboarding, watching football (Go Huskies & Hawks!), and spoiling her two golden retrievers.
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