When searching for the “perfect” job applicant, organizations are beginning to find more often than not that they are willing to overlook a lack of specific qualifications in favor of ensuring the applicant is a good fit for the existing culture.
More and more employers want to know who they are hiring and how they will relate and work with other employees. As many organizations have already figured out, recruiting shouldn’t only be focused on an applicant’s GPA and past experience anymore. Rather a focus on the individual and what their interests may be outside of the workplace.
Employment site Glassdoor has collected hundreds of thousands of questions asked by hiring managers, and the following four ranked among 2015’s 50 Most Common Interview Questions, though they have little to do with work:
- What are your hobbies?
- What’s your favorite website?
- What was the last book you’ve read for fun?
- What makes you uncomfortable?
According to a research paper conducted in 2004 by Development Dimensions International (DDI), an international talent management company, 78% of respondents believed that organizations and hiring managers do not assess for culture fit because they do not know how to do this.
Oh how the times have changed. Employers now seem to have a much better understanding of the importance of colleagues being able to relate to one another to accomplish any given task. In recent years there has been a shift to hiring for culture and focusing on training and developing employees who may be new to the workforce, such as millennials.
With the workplace changing and more millennials climbing the corporate ladder, more research is being conducted by experts like Dan Schawbel, author of Me: 2.0, who identified specific needs of millennials in search of positions. According to Schawbel, “millennials want a culture that’s less hierarchical, more flexible, and more understanding of difference, because millennials are the most diverse generation.”
As culture continues to become increasingly important and effecting employee attraction and retention, making sure you pick the right people is crucial. You now not only need to make sure a candidate has the background criteria you are seeking, but can also thrive in your existing culture. As culture begins to play a bigger role within organizations keep these five questions in mind to help you identify a candidate who will help keep your business moving forward.
Read the person behind the paper.
- What unique talent does this applicant add to the existing team?
- What similarities do they have with existing team members?
a. Did they attend the same school?
b. Do they have similar interest outside of the office (traveling, sports, etc.)?
- Does the applicant’s personality match that of the existing culture?
- How will the company leverage the applicant’s expertise to help grow the current staff’s skill set?
- What will this applicant add to the team aside from their experience?