On the same page...
How employers and jobseekers can check if they are on the same page when it comes to culture fit
A while ago, we asked our jobseeker community what the hardest thing to find when looking for a new job was. They said culture fit.
A few weeks later, we asked employers a similar question: What’s the hardest thing to find in a potential new employee? Want to take a guess at the answer? Yep, culture fit. Skills can be taught, salary and benefits can be negotiated, but finding someone with the right attitude and an alignment to values and culture that’s hard.
So, as an employer how can you determine whether a candidate might be a good fit for your organisation before you get them into the onboarding process?
Four things to do during the recruitment process to assess for culture 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.
#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 it means the applicants you get should already be reflecting those values.
#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 for jobseekers? How do you demonstrate that you tick the attitude box as well as having the right skills and experience?
Five ways to show you are a good culture fit
#1 Do your research
Before you apply, get to know the company beyond the basic job description. Look through their website and social media to get an idea of how they view themselves and the work they do. Understanding this helps you firstly to decide if you would be a good match for the company and secondly to tailor your application to reflect shared values.
#2 Tailor your cover letter
Your cover letter is your first opportunity to connect your values with the organisation’s. Include what attracted you to the organisation beyond the job itself and what you share in terms of vision and values.
#3 Use examples in your CV and interviews
As well as highlighting your hard skills and demonstrating technical experience, you can use your CV to highlight your values too. For instance, talk about a time you collaborated across departments and worked as a team or spearheaded a project that benefited the wider community.
#4 Ask questions
Remember, interviews are a two-way street and you should also have a chance to ask questions of the interviewer or panel. If you get the opportunity, ask questions about the organisation’s culture as well as practical questions about skills or job benefits. This helps show that you are interested in the culture too. Bonus - it can also help you decide whether the organisation has a culture you want to fit into.
#5 Be authentic
If you’re genuinely excited about the company’s values and culture, it will show naturally. If you aren’t genuinely excited, then perhaps it’s time to reconsider your application.
Matching skills might land a jobseeker the job or an organisation a good candidate, but matching values is what helps employees and organisations build long-lasting relationships that benefit them both.
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