The 3 things any leader should probe on during the interview process to recognize a great culture fit
No matter how robust your hiring process is, it’s never robust enough. You never really know how a candidate will work out until they start the job. But there are several things you must probe on during any interview process to increase the chances of success:
• Fit with needed skills: What certifications, training, and education does your new hire need to have? Some things can be learned on the job, but others are paramount for them to be able to do the task at hand.
• Fit with your product or service: Does your potential hire have a strong affinity for what you do? Does it really resonate with their interests? If so, they’ll be that much more likely to go the extra mile and make sure people hear about it.
• Fit with organizational values: What features are key to your organization’s culture? Is it always putting the customer first? Or maybe it’s always putting in the extra hours or being an innovative thinker. Whatever those values are, make sure to probe on them throughout the interview process to increase your chances of finding that perfect new hire.
And don’t forget, skills can often be learned. But personalities rarely change. No matter how well qualified a job candidate might seem, a toxic employee will pollute your entire workplace. A candidate that does not fit your culture and values is not a sacrifice worth making.
Turning the Situation Around
If you’re a leader in the Finance & Insurance Industry, these findings might have you ready to bolt for the door and start in a new sector altogether. But that would be hasty. True, this report does uncover a host of challenges facing this industry’s employees. But it also lead us to tangible solutions that any leader can implement for positive, tangible improvements.
1. Leverage Peer-to-Peer Recognition Tools: Stop assuming only managers should offer recognition and appreciation. In today’s cross-functional and matrix-driven organizations, this approach is obsolete. Empower colleagues to recognize each other with peer-to-peer recognition tools, and your employees will feel valued for all of their efforts ... including those that their supervisors don’t see.
2. Focus on Culture and Fit During the Hiring Process: Skill is not enough. If a job candidate does not possess the cultural or personality traits that you want to spread through your workplace, then they are not the right person for the job. Skills can be taught, but you can’t teach fit.
3. Promote From Within - If They Meet Your Culture Needs: Leaders must have the relevant knowledge and experience to lead others, but they must also possess the ability to mentor junior employees, foster transparent communication, and tackle challenging situations with grace. If these additional traits don’t exist, then it doesn’t matter how brilliant this prospect is. They are not cut out to lead others.
4. Measure and Assess Managerial Performance: Don’t assume managers are doing a good job. Ask their subordinates. Embrace employee engagement surveys to stay on top of managerial strengths and weaknesses, and use them as a springboard to mentor leaders and improve their leadership style.
Create an action plan in your organization to tackle these to-dos. Some, like hiring for fit, can be implemented right away. Others, like introducing an employee engagement survey tool, may take a bit more time while you gather institutional buy-in and implement it throughout the organization.
Regardless, it’s time to act. Showing your employees that you are committed to change is the first step to creating a more engaged and happier workforce. And the more of these tactics you roll in to your organization, the more productive and competitive your organization will become.
