48: Hiring for Fit and Culture: What to Look for In a Candidate for Your Team

Putting together a team is not a problem; putting together one that works is entirely another ball game. In part two of our series, we help answer why it's important to be mindful of cultural fit rather than just skillset. We explore the importance of hiring individuals who align with your company values and mesh with the existing team dynamic. You'll also learn what traits to look for and how to assess which candidate is best suited for the role and your team. Tune in now for invaluable insights on hiring for fit and culture.

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Episode Transcript

(00:00):
Welcome to a fresh episode of Tagline.
We continued the serieson team management.
So today I want to talk aboutcompany culture and how to
get a candidate that fits.
So let's begin with understandingwhat culture fit is and isn't.
We throw around words like culturalfit, but what does that really

(00:20):
imply in any workplace, whetherit's one with a high d, ei, or not.
True belonging means that no one fits.
Diversity in my opinion, or otheropinions and beliefs and personality
is a reality, whether we're fromthe same ethnic background or race.
So cultural fit is more aboutvalues and vision than it is about

(00:44):
physical differences when hiring.
The question is not whether they belong.
That's because to belong doesn'trequire action, but the fit.
Culture is a diverse thing, andwhen you're talking about diversity
in a team, you have to ensure thatyour hires fit the business culture.
That's the key to buildingan effective team.

(01:06):
You don't have to employ clones.
Instead, look for people who cancontribute unique perspectives
while embracing and aligning withcore values and behaviors, creating
a diverse, yet harmonious work.
Environ.
So how to hire for cultural fit?
First, evaluate your values.
It all starts with what the company andthe founders hold dear, because these

(01:30):
values help explain the behaviors thatall employees are expected to uphold.
So spend time analyzing your inherentvalues and documenting them, and then
push these across the board and thecompany's outlet channels on your
website, in your career section.
Corporate blog section and on social mediawith behind the scene post or team asks.

(01:51):
A well-defined value system attractsthe right candidate, and you have to
be clear on what your team is about.
Then identify candidates.
You identify your candidatesduring your initial interviews.
The last thing you want is to hiresomeone only to find a few days
later that they didn't understandthe role in the interviews.
Discuss your values and whatthe culture is like in your.

(02:13):
I'll take it a step further and say,be open about what you look for in
a candidate and how your team works,including the bad and the good.
Withholding information is akin toduping employees into a position
that you've hired them for, sodon't forget to ask them questions
that relate to those values.

(02:34):
Good questions to ask are their personalvalues, the types of teams that they
thrive in, and what they feel themeaning of the role they applied for.
Last set, clear expectations and goals.
Communicating expectations and goals inthe team where someone joins the team
is essential to their swift integration.
If you want new employees to behappy, become a part of your team

(02:57):
and start contributing quicker.
That's what you do, and it's why you doall of these things during the induction.
Encourage the new hires toask employees and any of them
that are introduced to them.
Any further questions about the cultureor the teamwork or your mission.
Thanks for listening to today's episode.
I'll see you next week.