by: Renee Boatwright | VP of Recruiting
Once an organization identifies their culture then it is important to “live” by those agreed upon standards. Identifying culture is a huge step for any organization especially since culture affects work environment, dress code, training, development, employee interaction, benefits, and the list goes on. By "live" I mean to use those standards or guidelines in every activity to ensure that the culture is protected. Sticking to what is important to the organization is particularly important in the hiring process. Culture-based questions should be integrated into the interview process for all positions from receptionist to executive.
Below are some questions that I like to use to help determine if a candidate will be a good fit within a company’s culture:
• Do you prefer working independently or in a team environment?
• Do you enjoy being involved in decision making processes within the office?
• What skills and values are important to you?
• Are you a supporter of daily, weekly or monthly staff meetings?
• Do you prefer to dress casually or professionally at work?
• What are your goals for the future? Short term and long term?
• How do you like to interact with management?
Most organizations today hire for skill and fire for fit. Although you may find that hiring for fit on the front end may lengthen your hiring process, you should see a significant reduction in turnover in the long run. It is almost impossible to be certain if an individual will succeed within your organization; however, by integrating appropriate culture questions into your interview process it should put you one step closer to reducing turnover and preserving your company’s culture.
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