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From hiring hundreds of candidates over the last twenty years, we’ve learned that what you see in a resume rarely accurately predicts who you see in the room. So how are you supposed to make sure you’re getting the best resource for your team? Assessing cultural fit must be done in conversation with the person during the interview. This is when you’ll want to be talking about culture: Are you a good fit for our culture?

You’ll also want to be able to identify culture fit with contextual competencies. If we’re being honest, competencies are not always transferable. Can you make this candidate work, even if you have to devote time to training them? A resume or portfolio can certainly cover much of the candidate’s work experience. However, knowing that a candidate has the relevant experience, credentials, and technical skills for success in another organization does not mean they can “fit in� and perform in your environment.

Resumes Reveal Skills, But Not the Whole Story

Resumes are valuable tools, but they only provide a snapshot of a candidate’s technical expertise, education, and past achievements. What they don’t tell you is how candidates achieved those results, what motivates them, or whether their personal values align with your team’s culture. These elements are just as crucial to long-term success, yet they can’t be assessed on paper.

Cultural Fit: A Key Conversation In Interviews

The interview is your opportunity to go beyond the resume and assess whether the candidate aligns with your team’s values and work style. This isn’t just about asking them if they think they’ll fit in—it’s about discussing the organization’s culture openly. Share your team’s principles and how you like to operate and observe the candidate’s reactions. Cultural fit is discovered in the nuance of these conversations, not in checkbox answers.

Understanding Contextual Competencies

Even when a candidate has the skills and experience you need, it’s essential to ask whether those skills are relevant in the context of your organization. For example, if their previous role emphasized independence, and your team thrives on collaboration, there may be a mismatch in work style. Recognizing these nuances requires a clear understanding of your team’s environment and how the candidate’s competencies will translate.

Why Candidates Are Hired For Skills But Fired For Fit

We’ve all heard stories of candidates who seemed perfect on paper but struggled to thrive in their new roles. More often than not, the issue isn’t technical ability—it’s cultural fit. A candidate who doesn’t align with your organization’s values or work style can unintentionally disrupt productivity, morale, and even their own well-being. This mismatch often leads to a lose-lose situation for both the employer and the employee.

Defining Your Team’s Culture Before Hiring

Before you can assess cultural fit, you need to define it. What are your organization’s core values? How does your team like to operate day-to-day? What behaviors and attitudes contribute to success within your company? Taking the time to clarify these factors will help you identify candidates who not only meet the job’s requirements but also thrive in your unique environment.

Identifying Alignment In Work Style And Values

Work style plays a significant role in cultural fit. Some candidates excel in fast-paced, high-pressure environments, while others thrive in structured, methodical settings. During the interview, ask questions that uncover the candidate’s preferred way of working. Explore what they enjoyed and struggled with in past roles to determine whether their work style aligns with your team’s dynamic.

Encouraging Candidates To Open Up During Interviews

The best way to assess cultural fit is to create an environment where candidates feel comfortable being themselves. Encourage them to share their experiences, challenges, and successes in detail. Instead of sticking to scripted interview questions, engage in open-ended conversations that allow them to provide genuine insights into their personality and values.

The Hiring Manager’s Role In Finding Cultural Fit

As the hiring manager, it’s your responsibility to dig deeper during the hiring process. While candidates may try to assess their own fit, they often lack the necessary information about your team’s culture to make that judgment. It’s up to you to uncover these insights by asking the right questions, observing their responses, and comparing their experiences to your organizational environment.

By dedicating time and effort to understanding cultural fit during the interview process, you can set your team up for long-term success. Hiring the right person isn’t just about skills—it’s about finding someone who will thrive in your environment and contribute to your organization’s growth.

Partner With Premier

Looking to build a stronger, more cohesive team? At Premier ¿ªÔÆÌåÓý Partners, we specialize in helping you find candidates who align with your values and fit seamlessly into your culture. Connect with us today to elevate your hiring process and secure your next great hire.