“The only thing we have is one another. The only competitive advantage we have is the culture and values of the company. Anyone can open up a coffee store. We have no technology, we have no patent. All we have is the relationship around the values of the company and what we bring to the customer every day. And we all have to own.” These are wise words from Howard Schultz, the CEO of Starbucks.
Companies grow and stay above the competition because of the culture they built in their organizations. Everyone, from the top to the bottom, holds these values dear and lives them. According to some Orange County recruiters, this is the reason why companies must screen applicants not only for their technical knowhow, but also for their ‘individual culture’, so to speak. Certain questions and practices enable your company to determine if a candidate is fit for the values you hold.
Post Job Ads with Culture in Mind
When you want to screen certain applicants from applying for the job, write an ad with culture in mind. The images and words you use will initially either entice a certain candidate or discourage one. The advertising materials must reflect your organization’s values and culture. This allows potential candidates to determine if they want to be a part of the culture of your company.
The Inclusion of Culture Questions in Interviews
Many applicants may pass the technical skill tests but only a few will make you say yes because of their culture fit. One way to screen candidates is to include culture questions during the interview. Below are some of the things you can add to your interview template:
- One of the recruiting agencies in Orange County lets candidates describe the work environment and culture that will make them happy and productive. It helps them determine whether the culture of the client is fit for the candidate’s ideal work environment.
- Let them describe their ideal boss, whether they had him or her before or wished they had. This gives you an insight on their potential to blend well with the people who are already in your team.
- Let them discuss the positive aspects of their previous or current work environment and/or the last position they held. It helps you determine what aspects would stand out.
- Let them mention the single most important factor that will enable them to perform well and be happy at work. This gives you an idea if the current situation or system in the company will pave the way for the candidate’s productivity.
These questions will give you insights on how a potential employee thinks and if they fit into your organization’s values and culture.
Feedback from Human Resource
The interviewers and human resource personnel managing the screening process will have the most information about the culture fit of a candidate. Get feedback from them, in written or oral form, to get an informed opinion about a candidate.
A careful screening of a candidate will allow you to make the best decision on whether to say yes or no to an application.
The 5 Must-Ask Interview Questions to Determine if Someone’s a Fit, entrepreneur.com
5 Ways to Find Out Whether a Job Candidate Will Fit Your Company’s Culture, inc.com
18 Cultural Fit Job Interview Questions, humanresources.about.com