How to Interview for Cultural Fit Over Diversity

How to Interview for Cultural Fit

How to Interview for Cultural Fit
Smart hiring managers know how to interview for cultural fit over diversity.

Does Culture Fit Matter More than Diversity?
Although it is important to have different behavioral styles and perspectives represented on a team or at a company to encourage diverse ways of thinking and varied approaches to problem solving, too much of a shift from the cultural norm to meet diversity targets does not create a high performance culture.

For Example

  • If the company culture appreciates a detailed approach to work, an employee who thinks in broad, idealistic terms may not feel valued or respected.
  • If the corporate culture welcomes an entrepreneurial attitude where risk taking is accepted, too conservative an approach to developing new ideas will appear outmoded and irrelevant.

Extreme cultural incompatibility in the workplace can be toxic to the individual as well as to the company.

Is Culture Fit Predictable During the Hiring Process?
Can you predict this cultural incompatibility before it becomes a problem?  Yes – if you know how to interview for cultural fit using proven behavior interview training techniques so your cultural fit assessment  occurs during the hiring process…before the employee comes aboard.

Two Simple Ways to Interview for Cultural Fit
With the right behavior-based interviewing techniques, you as the interviewer can check for both motivation and cultural fit.

1.  Your Current  Corporate Culture
First have a clear sense of the corporate culture you really work in. Not what you espouse on your website, but what is truly the norm regarding how things gets done and how people think, behave and work on a daily basis.

2.  Interview for Culture
Then test the candidate’s fit for your organizational culture by probing for how they have behaved, succeeded and failed in the past in cultural areas that matter most for your strategy such as customer intimacy, risk tolerance, decision making, results orientation, collaboration, autonomy and information sharing.

The Bottom Line
Not everyone is a fit for every workplace culture.  Past behavioral patterns are the best predictors of future behavior on the job.

To learn more about how to interview for cultural fit, download Interviewing: The Most Flawed Process in American Business

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Director of Global Recruiting

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