As a business evolves, it will encounter the need to build credibility with outside parties, such as investors and lenders, and to make well-informed strategic decisions. In short, financial...Read more »
Hire for Attitude, Train for Skill.
Hire for Attitude, Train for Skill
Sarah Bradshaw, Talent Acquisition Manager
Before assessing a candidate’s fit with your culture, it is important that you understand and are honest with yourself about who you are as an organization. Then, you’ll be prepared to ask the right types of questions in an interview. Below are some examples of what to ask candidates when gauging a cultural fit.
- What three things about an office would make you put in extra hours without a second thought?
- Recall your favorite former boss. What made that person so good?
- When working with others, describe the role you are likely to assume on the team?
- How much direction and feedback do you generally need on a daily or weekly basis?
- Do you prefer diversity in your work?
- Describe a project you have engaged in that was outside of the scope of your daily functions.
As you can see, these factors cannot be determined from a review of a resume. Digging deep to find out how someone thinks, carries themselves, and engages in their work environment can help predict their success in your organization. Culture fit is the proverbial glue that keeps a workforce together.
If you’d like help with finding the right fit for your organization, or would just like to have an honest conversation about what type of culture you have, give me a call or shoot me an email. I’m always energized by exploring these questions with our clients.
Connect with Sarah at 804-955-4430 email@example.com