When it comes to recruiting the right employees, you need to ensure that they’re the right cultural fit for your business. Initially, the best way to achieve this is by creating job adverts that will attract “culture-fit” candidates. Failing this, you may decide to screen social media; however, simply finding candidates that are potentially the right fit isn’t enough – you need to know for sure.
So, how do you go about determining whether a candidate is culture-fit with certainty? Via the interview for culture-fit candidates, of course. Detailed below are the top seven culture-fit interview questions.
What motivates you?
The thing that motivates someone says a lot about their character. If they’re motivated by their family, they’re likely very loyal and caring, which could translate into their attitude towards their colleagues and the business as a whole. If they’re motivated by career progression, they’re likely very determined and will do all they can to impress their employer. Everyone’s motivation is different, and it’s the main driving factor behind our behaviour.
What do you bring to the team?
This is one of the most difficult interview questions to answer, as it requires a high level of self-awareness that isn’t easy to achieve. Therefore, being able to successfully respond to this question demonstrates a self-aware candidate, which is a rare asset for a company to have. Being self-aware means that the candidate will effectively employ their strengths, whilst also admitting to and working on their weaknesses. This allows for a sensible use of resource.
What kind of environment do you thrive in?
Everyone is different, as is every working environment; therefore, not every candidate is going to gel with every professional setting. As an employer, you should assess how you would describe your working environment and steer away from hiring anyone who would find themselves uncomfortable or overwhelmed in the space. This results in happier employees and better results.
How do you like to be managed?
Some people like to be guided every step of the way, whilst others prefer to work completely independently. Neither is a correct or incorrect way of working, but you must assess which is best suited to your company. Management plays a huge role in your company’s culture, meaning it’s vitally important that your candidate can appreciate the management style you present.
What is your management style?
Finding out someone’s management style from the beginning will tell you if they have the potential to progress into a leadership role in the future. Promoting from within makes your employees feel valued and motivates them to work harder; consequently, it’s always a good idea to bear this in mind from as early as the recruitment stages.
What approach do you use for solving issues at work?
Inevitably, issues will arise at work, which isn’t a problem, so long as the employee handles them efficiently and effectively. As part of this question, it’s a good idea to present your candidate with a specific scenario to gauge how they would handle it. Exhibiting a realistic potential problem makes it much easier for the candidate to hypothesise about the steps they would take.
How do you feel about working from home?
This is a question that divides opinion, as some people love the flexibility of working from home, whilst others loathe the solitude. As a result of the COVID-19 lockdown, working from home is something that’s extremely common in all manner of businesses, meaning it’s something that needs to be discussed from as early as the interview stages.
Are you looking for culture-fit candidates? Upload a vacancy to BMS Performance to find your new recruit today.