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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Intuit

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Vice President of Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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Firmware Engineering Manager

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HR Director

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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CEO

Edify

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

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Senior Manager, HR Destiny Sales Region

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