A recent study by Cubiks showed that 82 percent of hiring managers think measuring cultural fit is important, which makes sense because 54 percent said their organization has a clear definition of its culture. While “job fit” is often a hiring manager’s primary focus, a candidate should also fit within the company’s values, beliefs and behaviors.
It can be tough enough to determine the cultural fit of a candidate who will spend their work days in the office. Assessing the cultural fit of a virtual candidate, however, can feel even more daunting. How can you be sure a person will fit into the virtual work environment and be a good addition to your team?
The next time you’re conducting a video interview, try asking some of the following questions to help you gain a better idea of how that candidate will fit into your company’s culture:
1. In what type of work environment are you most productive and happy?
A candidate’s answer to this question will give you an idea of what work environment they find most enjoyable and is thus conducive to their productivity. This is particularly important when hiring for a virtual position, as you want to find someone who can thrive while working largely independently. While working from home has its advantages, it’s not suited for everyone.
2. How would past coworkers best describe your work style?
This question gives the candidate an opportunity to tell you about their work style from another’s point of view. Did their former coworkers often compliment them on their ability to prioritize and complete tasks under strict deadlines? This is great to know when searching for a virtual employee. Additionally, it allows the candidate to talk about their strengths without coming off as arrogant.
3. What management style motivates you to do your best work?
A company’s management style can be a helpful factor when determining a potential employee’s cultural fit. A survey of about 2,000 adults, organized by Harris Interactive on behalf of Glassdoor, found that 53 percent of employees say they would stay longer at their company if they felt more appreciation from their boss. Considering that fact, it would be helpful to find out what management style a potential employee works best under.
4. When working with a team, what role are you most likely to play?
This is a great question to ask during an interview in general, but also it can help you better determine a candidate’s ability to fit within your company culture. For a virtual position, it’s likely you’re looking for someone who can hold their own within a team -- not the dreaded teammate who heavily relies on everyone else.
5. What were the positive/negative aspects of your previous job and work environment?
This last question gives the candidate an opportunity to tell you more about their previous role and what they experienced, both good and bad. This will help you decide if your company’s work pace and structure align with the candidate’s preferences.
Find out what they liked best about the position and also what they didn’t like. If a candidate didn’t like the fact that they mostly worked in teams at their last job, it’s likely that they are better suited from a more independent work environment.
Does cultural fit play a role in your hiring process? If so, what interview questions do you ask to assess a candidate’s cultural fit?
Josh Tolan is the CEO of Spark Hire, a video interview solution used by more than 2,000 companies across the globe. Learn more about hiring for cultural fit and connect with Spark Hire on Facebook and Twitter.
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