Much research has shown that people only find something valuable if it aligns with their core needs and motives. This is why the fit between an individual’s personal values and the culture of the organization they work in is such an important driver of their performance. Actually, it is better if you hire people who are a good fit for your organization instead of people you deem as the ‘best’.
Since culture fit is important, you need to make sure you actually know what it is before judging candidates. It is easy to mistake cultural fit for personal biases though. Leaders who pay attention to what each of their workers value are more likely to hire people who will find it easier to connect with their colleagues and the wider organization, all of which help to drive a sense of meaning.
Besides, a candidate’s approach should not be so divisive that it creates rifts among employees; however, you should not be afraid to hire somebody whose personality clashes with your own. If you perceive that a candidate would make a meaningful contribution to your company while maintaining decorum, then that candidate might be a cultural match. What you might personally like about a candidate cannot trump his potential as an employee.
Asking the right questions can also allow you to know your future employees. As long as you do not ask prohibited questions during the interview process, it is your prerogative to ask candidates about anything from their favorite books to their usual hobbies. Because these are unconventional questions, and easier to respond to, the cultural baggage that your candidate shows during the interview process may help you decide on whether to hire him/her or not.
We have all been to interviews where the interviewer sticks to an approved list of generalized questions and treats it as a strict Q&A session between the interviewer and interviewee. While this might be the most efficient way to churn through questions, it can tell very little about the person. Candidates should thus be given the chance to ask questions to the interviewer as well, and lead the conversation.
By allowing the potential employee to communicate without prompts or guides, this may lead to a more in-depth conversation about what he/she seeks for in the employment. This is certainly a greater challenge than offering a distinct question to answer, and it can provide an opportunity for vibrant personalities to shine. If interviewees have difficulty conversing on their own accord, though, this can be a sign that their personalities do not really fit the position, or they may be shy in conversing.
Culture fit clearly plays a pivotal role to millennials in today’s hiring process, but that does not mean you should hire people similar to your existing staff. Differing backgrounds lead to positive, productive innovations and exchanges of ideas. Once you truly understand your company’s culture, make sure you are focused on it, and not on your personal biases when choosing candidates.5