Cultural fit is an important consideration when recruiting and interviewing potential candidates. Cultural fit can be defined in a variety of ways, but it comes down to an individual sharing core values that are essential to the organization’s culture.
When assessing a candidate’s cultural fit, a company must still consider diversity. It is easy for organizations to choose candidates that are like-minded and similar to their current population when assessing cultural fit. Organizations should be careful with this and base the assessment on the core values of the individual with respect to the organization.
Here are some example questions to help assess cultural fit:
- What type of culture do you thrive in?
- Why do you want to work here?
- What is your ideal workplace?
- What is your preferred work style?
It will also be valuable to give a brief description of the organizational culture, work environment, and how things work at the organization to give the candidate an accurate picture of the culture.
Ultimately, it is of great value to assess any potential candidate’s cultural fit with the organizational culture. If there is a cultural fit between an employee and an organization, it can lead to increased employee satisfaction, job performance, and tenure. Poor cultural fit, on the other hand, can be very expensive.