Avoiding Culture Shock: How to Assess the Candidate-Company Fit

According to HR Magazine, a hire gone wrong can cost your company 50-150% percent of the position’s annual salary. That’s in addition to lost time, morale problems and a lack of continuity that can occur with turnover. Many times, the employee’s skills were not the issue – it was how they fit (or rather, didn’t fit) within the company – for example, a free thinker in an organization with a structured hierarchy. Every workplace has its own goals, values and ways of getting things done, so here’s how to determine your company’s unique quirks – and find employees who will thrive in that environment.

Culture Questions to Ask Yourself: There are no right or wrong answers, but honesty is crucial. Make sure your responses reflect what is, not what you think should be.

• Is your organization team-oriented, or do you prize individual efforts and success?
• Does your company communicate openly with employees, or is the majority of information offered only on a “need-to-know” basis?
• Do you prefer that employees make decisions independently, or does decision-making authority rest primarily in the hands of top managers and execs?
• Does your organization tend to grow from within, or do you prefer outside hires?
• What are the characteristics of employees who thrive at your company? Those who struggled?

Culture Questions to Ask a Candidate: A great way to assess an applicant’s fit is through behavior-based interviewing. Give the candidate various work scenarios, and see if their responses align with your company’s culture. Be sure to ask these key questions, too:

• How did your last company operate? (if an applicant was successful at a previous job, and that culture was very different from your organization’s, there may be issues).
• What do you think it takes to be successful here? (this gives you a chance to see how much research candidates have done about your company, and what conclusions they have reached about your culture).
• Why choose this career field? (listen and compare – do their reasons match what your company aims to accomplish in the industry?).

Cautions and Concerns:

• Be honest about your culture – new hires will resent a “bait and switch”.
• Don’t create an army of clones – it might be helpful in Star Wars, but excessive homogeneity can cause productivity-impairing groupthink or laziness.
• Don’t run afoul of hiring laws – know what is legal (and not) to ask candidates, and make sure to document your hiring decisions in case someone claims discrimination.

Not every candidate will be perfect for your company, and vice versa. Even if a potential employee has the skills and the motivation, a bad personality fit sets the stage for failure. The professionals at Triumph are always available to help you determine your own corporate culture and assess potential hires for a good fit. Call us today!