In the Current Market, Company Culture is a Critical Factor
Maybe you’ve hired many people over your tenure in your job, or maybe once a candidate gets to you, several people you trust have already given their approval. No matter how much hiring experience you and your team have, or how many steps there are in your interview process, it’s still difficult to determine from interviews alone whether a candidate is a good fit for your company culture.
Your company culture may be easy to define, or it may have a certain atmosphere that is challenging to put into words. It not only takes into account the level of team interaction, communication styles and formality, but sometimes there’s a certain camaraderie among team members or a shared passion that is difficult to duplicate.
Here are a few questions that top CEOs ask to get a feel for whether a prospective hire fits their company culture:
If you didn’t need a job, why would you come to work here? This question tells you something about what your potential employee values. Maybe they are motivated by the opportunity to develop new skills, or perhaps they would feel lost without working on team objectives and goals.
Asking this question can give you key information about what makes the person tick and how to keep them enthusiastic about their job. You may even get a sense of how genuine their interest is in the job, based on their answer.
What do you hope to accomplish in your career over the next three-to-five years? With employees changing jobs an average of every three years, you want to know that the opportunities you can provide will keep a new hire motivated over the long-haul. Turnover is expensive, and if your future employee is unhappy before they leave, you may lose productivity long before they actually give notice.
Tell me about you. There are a lot of good interview questions to choose from, but while some candidates might be practiced at the interview, it doesn’t mean they can carry on a conversation. Particularly in a role where an employee would be expected to work well in a team setting or if they have a lot of contact with your clients, such as in customer service or sales, you want to know that they are skilled with conversation.
When a candidate tells you about themselves, listen for their conversational skills, but also tune in to see if they reveal things that are important to them or clues about their prior job situations. You might hear a sarcastic comment about a college professor, for instance, or a negative remark about a previous employer that would prompt you to explore more topics around bosses and other authority figures.
Finally, and most importantly, get data-driven, objective information about the candidate’s motivations and behavioral strengths. When you include a behavioral assessment like the PI System (Predictive Index) in your hiring process, you add a level of sophistication to your selection of the right candidate. A behavioral assessment gives you reliable predictors of how a candidate will function in your company culture, with key information about their behaviors, motivations and values. The PI System takes the pressure off of you to use your “gut” or your own guesswork. Hiring decisions are far too important and can be too costly to be built around assumptions.
PI Consulting Group offers an objective way to evaluate candidates to determine whether they are a good fit for your company culture. The PI System is just one part of our comprehensive, data-driven approach to talent management. We offer not only behavioral assessment, but we come alongside your leadership to assist you in aligning talent in their best possible positions. Whether you are hiring for a new position or looking more broadly at your organization’s performance and success, call on PI Consulting Group.