The ability of a candidate to get the job done well will not be relevant if they do not fit in with the culture of the company. The culture of a company is an essential factor holding an organization together. It is not only important that each member of a team has the skill-set to complete their individual job, but it is also equally important that the entire team works together seamlessly. Company turnover due to a poor cultural fit can cost the company between 50-60 percent of the position’s annual salary. With this knowledge, many companies are moving toward including culture interviews in the hiring process, putting trust in their teams to point out the individuals who will fit best.
Though each company performs these interviews in a different manner, the overall goal and motive is the same: to ensure the candidate will positively impact the team dynamic and company values. The interview team tries to reach the candidate’s values, work ethic and skill set through questions that best express how and why they work the way they do. While each candidate will answer differently, the panel must be able to read between the lines to find the ‘why’ rather than the ‘what’.
Introducing cultural interviews into the interview process comes with the challenge of mixing quantitative information of present skill sets with the qualitative information of meshing personalities. The qualitative, cultural component excludes a structured grading scale to give way to authentic conversations. Having a dynamic personality does not mean the individual will fit seamlessly into a company’s culture; not every employee is a carbon copy of their neighbor and encouraging cultural compatibility is not the same as limiting diversity. Just as a group of friends can have individuals with varying interests and backgrounds, so can an organization’s department. As employees become more comfortable in their environment, they will adopt or hide different qualities depending on how they interact with their co-workers. Cultural interviews are merely seeking a glimpse at the candidate’s essence.
These interviews can add an additional layer of interaction during the hiring process. While the hiring manager might be more knowledgeable about the skills necessary to complete a job, team members are sometimes given the responsibility and trust to gauge a candidate’s fit. Nobody better understands a team’s values, practices and goals than the team members. Including the team in the interview process for their new counterparts will minimize turnover and encourage a more cohesive team.
About the Author:
TopLine Strategies delivers the complete integration and development of sales, marketing and customer service technologies that enable corporate clientele to improve revenue streams and strengthen customer interactions. Our project management and consulting is designed to achieve timely delivery, 100 percent user adoption of the technologies we implement and deliver measurable returns on investments for our clients.