Your organization has a culture. Whether you can articulate that culture, or it’s the culture you want your organization to have, or everyone in the organization believes the culture is the same as what you think it is, you still have a culture at your organization.
As you build your organization, recruiting, hiring, and retaining employees, there is always discussion around culture fit. Job seekers express frustration that the feedback is that they “didn’t fit” and employers will express frustration that they can’t find someone with the skills necessary that will actually “fit” into the organization.
We all have stories of working at organizations with great cultures, and toxic cultures, and weird cultures. But at the end of the day, what culture is the right fit for every individual is highly subjective. So how do we find candidates that are the right fit and how do we assess that through an interview process?
The first step in assessing culture fit is to know what the culture is. Culture needs to be a deliberate thing. Whether the leadership has made a decision of what they want that culture to be or not, it’s there. The most important step to assist you in finding talent that fits in with your culture is to clearly articulate what that culture is. Being able to describe and clarify what the culture is currently or how the organization is going to be built on that front will allow you to assess fit.
Zappos is widely heralded for their phenomenal culture and their approach to building culture. You can read about this in numerous articles across a wide-variety of publications, as well as their own Culture Book. Netflix is also another organization highly regarded for their culture. You may have seen the famous Netflix Culture slides that rocked the world by eliminating the vacation policy. You may not want your culture to be like Zappos or Netflix, but what you can’t argue with is that you will know exactly what can be culturally expected when you work at those organizations. As such, you can more easily assess if a candidate fits and potential candidates can more easily determine if the organization is one where they want to work.
Here are a few ideas to help you assess culture during the recruiting process:
- Ask questions around the aspects of your culture that may highlight a candidate’s experience in a similar environment.
- Ask what aspects of the culture resonate with them and why.
- Have the candidate describe the culture of previous employers and what elements allowed them to be successful or prevented them from thriving.
- Ask the candidate to describe their ideal work environment.
- Ask references about the culture they experienced the candidate in and the level of success the culture supported.
Defining your culture isn’t easy. And using the interview process to fully understand if a candidate is a perfect fit isn’t a sure thing to knowing you’ve hired the right person. But without a clearly articulated culture, you are flying blindly on whether someone will be happy and successful with your organization regardless of his or her technical skillset. Putting some work into the definition will ease the process on both you and the candidates of potential interest.