Interviewing for Cultural Fit

Job interviews are sort of like first dates. Candidates are typically nervous and they are in 'performance mode'.  This can make it difficult to determine if they’re the right match for your team and company. But don’t panic! There are ways to break the ice and get the candidate to relax so that you can uncover their true self and determine if they’re a fit for your business.
 
Start by asking questions like:

• Can you tell me about a time when you had to innovate a workaround or new process?
• What are two lessons you learned from your first job that have helped you get to where you are today?
• What are your favorite productivity hacks and how did you adopt them? 
• What would someone who doesn't like you say about you?

These types of questions show you more about the candidate and their potential fit than standard interview questions. They also set the tone for the interview and make it a more relaxed and conversational experience for all involved.
 
When looking for cultural fit, it’s important to talk to potential hires about your organization's mission, values and interests. Those who genuinely nod and ask follow-up questions are more likely to be a good cultural fit than the candidates who simply listen with no expression or interest. What’s more, when candidates engage in these types of discussions, it shows that they already envision themselves as part of your team and fitting within your company’s culture before they’re even being hired.
 
Beyond talking of mission and value statements, share the nature of the overall working environment with potential hires during the interview process. This can include how long the typical workday or week lasts and if salaries are determined upon that structure. Throughout this discussion, ask questions about the candidate's ability to function both independently and within a team environment based upon the work dynamic. Those candidates that are an ideal cultural fit will possess the ability to be both flexible and adaptable to the ebbs and flows of your company’s current productivity requirements.
 
Learning about a candidate's education and skills are important, but you also need to know about the candidate and their personality. This means you shouldn’t shy away from asking questions about their goals, both professionally and personally. Look for someone who has ambitions outside of work and is looking for more than just a paycheck. Ideally, the best cultural fit is the candidate whose professional and personal ambitions tend to align with the organization's mission and values.
 
When you interview for cultural fit instead of just position fulfillment, it allows you and the candidate to determine if the organization and opportunity is a good match. It also creates a more relaxed discussion,  makes everyone feel heard, and that the time was well spent - regardless of outcome.

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