The internet, business periodicals, the news…you hear it everywhere. Employers are looking for culture fit, the employee who has it all, but above all will fit into the “culture” of their organization. While I was thinking about this topic I did a Google search on ‘Culture Fit’ and do you know what I found, 371,000,000 listings. Yes that is three hundred and seventy-one million listings. Under ‘culture fit definition’ I found 4,430,000 listings. Why am I telling you this, well either the topic is pretty hot, it’s under debate, yet to be accurately defined, nebulous, vague or all of the above. My choice is, all of the above!
Culture fit is most commonly defined as: Exhibiting a good fit with the company’s culture. That leads to the question, what is your company’s culture? How is it measured, defined, organized, presented, etc? I think you may be starting to get where I’m coming from. How can we begin to prepare individuals to enter a work force where the primary hiring decision is based on a nebulous, undefined, immeasurable concept that many hiring managers have difficulty explaining themselves?
Here are some ways you can being to uncover the culture of a prospective organization, questions you can ask and research you can perform to find out if you are a fit for them and if they are a fit for you.
1. Do your Research – now days most organizations have a website, or digital footprint of some kind. It’s amazing what you can find out about a company from a simple Google search. Check out the employment or careers tab on their company website. See if they have a ‘Why Work for Us Section’. Click on the ‘About Us’ tab or the ‘Mission and Vision’ tab. Is there a link that connects you to recent news about that company? There is no end of ways you can find out what, at the very least, that organization wants you to think is the culture.
2. Be Prepared – You will not be asked yes or no questions. You will be asked to give very specific examples of an experience you had in dealing with a difficult customer, coworker, supervisor or project. What you did to resolve the issue and what was the result?
A. What is your favorite movie?
B. What’s the last book you read?
C. Where’s the last place you went on vacation?
D. What TV shows do you watch most often?
E. If you were an animal which would you be and why?
3. Ask Questions – Whether it’s a phone interview, an in-person interview or an exploratory interview, ask questions. Not the kind that every job board in the world says you should ask; the questions you really want to know the answers to.
A. What does it take to be successful here?
B. What does a normal day look like?
C. How can I add value to this position, department, and organization?
4. Be Energetic and Enthusiastic – I can’t tell you how many times I have followed up with an employer after one of my students has interviewed only to find out that the student in question acted like they just woke up, or were still asleep.
A. Smile, first impressions are lasting and you never get a second chance.
B. Be confident, you will be representing their organization to the community; this is your chance to shine.
C. Show them your contagious energy. No you don’t have to channel the really annoyingly energetic girl from the Starbucks drive through, however you do need to show them you are excited about this opportunity with them.
Culture fit may be the hot HR buzz words right now, but the idea has been around for a long time. Traditionally Ivy Leaguers sought out other Ivy Leaguers. Organizations have always hired those individuals they feel will best compliment the image they want presented to their customers, clients and community. They are looking for employees who will share their values, passions and drivers. It’s not rocket science! You aren’t going to hire an Eeyore for a Tigger position.
Find out what you can before the interview, go in knowing the job you are applying for, bring thoughtful questions, smile and shine.