Factors When Interviewing for Cultural Fit
Granted, you don’t want all of your employees to be like these faceless workers who will march in lockstep. But you DO want your workforce to mesh together well and to pull enthusiastically and with commitment in the same direction. That means everyone should understand factors when interviewing for cultural fit.
Behavioral Interviewing Increases Your Chances for Success
Building an aligned and high performing company takes planning from the beginning. And one of the best ways to select talented employees who will fit the high performance culture you want to build is to follow behavior-based interviewing best practices.
New hire success does not just depend on a worker’s experience and ability but also their motivation. You need to learn:
Four Factors When Interviewing for Cultural Fit
Here are four four key factors when interviewing for cultural fit to uncover in your interviews that will help to better predict hiring success:
Will the candidate do well at the pace your company operates? We find pace varies greatly from company to company and industry to industry.
Are they more used to an entrepreneurial environment or a more established, structured one? It is very different to work at IBM than it is to work at Zappos.
3. Autonomy and Collaboration
Do they work better with frequent supervision or more independently? Do they work well with teams playing various roles or are they more of a lone wolf?
How flexible are they in different situations and circumstances? Will they be able to adapt to changing conditions and managerial styles?
The Bottom Line
We define culture as how things get done in a company. Each and every corporate culture is different. And people can be high performers in one culture and low performers in another. Do not underestimate the above four factors when interviewing for cultural fit.
To learn more about key factors when interviewing for cultural fit, download the 3 Levels of High Performing Cultures
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