Build a team that fits - how to find candidates that share your organisation’s values
A few weeks ago, we asked our employer community on LinkedIn to tell us what the hardest thing to find in a potential employee was - the right skills fit, the right attitude/values fit, the right salary fit, or the right hours/location fit.
They told us that finding someone who matched their organisation’s values and had the right attitude was the hardest thing. In fact, almost four times as many people voted for that option as voted for the right skills fit.
And it’s understandable. Finding a candidate who ticks all the technical boxes is helpful, but you can teach new skills. Changing attitudes or values is harder. But a cultural fit is important. A strong cultural fit leads to higher employee engagement, productivity, and retention, while a poor fit can disrupt team cohesion and lead to costly turnover.
People sometimes think hiring for cultural fit just means hiring people who have similar personalities or interests to the rest of the team, but that’s not the case. In fact, having everyone so similar can actually stifle innovation and progress. True fit is about shared values, not just likability. Diversity in thought and background should be embraced as long as the candidate aligns with the organisation’s mission and principles.
So, how can you assess whether an applicant might be a good culture fit and increase your chances of finding the right candidate?
Five ways to find the right cultural fit
#1 Define your company culture clearly
Before assessing candidates, you must first have a clear understanding of your own company culture. Make sure you have clearly defined your organisation’s mission and values, and what traits you want your employees to demonstrate. If you need some help defining your mission, For Impact Coach Julia Capon has some great tips here.
#2 Reflect your culture in your job ads
A well-written job description should do more than outline responsibilities and qualifications. It should reflect your organisation’s culture. That helps candidates know from the outset what your organisation stands for and the things you value.
#3 Ask behavioural and value-based questions in the interview
Standard technical questions won’t reveal much about cultural fit. Instead, use behavioural questions to assess how candidates’ values align with your company, such as asking them about a workplace setup they enjoyed a lot, or how they dealt with a difficult situation.
Cultural fit also includes communication and collaboration styles. Some organisations thrive on direct, fast-paced communication, while others value diplomacy and consensus-building. You can gauge this during the interview by observing:
How candidates interact with interviewers and team members
Their tone and body language during discussions
Whether they ask thoughtful questions about the company’s work style
#4 Involve team members in the hiring process
A great way to assess fit is by involving potential colleagues in the interview process. A casual team meeting or group interview allows current employees to gauge if the candidate would integrate well into the team. Their feedback can be invaluable in making the final decision.
And don’t forget that you need to have that culture nailed down to start with. Today’s jobseekers are switched on and want to protect their well-being more than ever. They aren’t as likely to put up with a toxic workplace. We’ve got some tips on making sure your organisation isn’t raising red flags here.
