There are a variety of reasons for why people leave jobs,
but‘poor fit’ is one you hear quite often.Regardless if recruiters are on the
agency side or are in-house they need to not only screen for skills but also
culture. In-house recruiters will always
have a better idea of the culture because they’re part of it, and live in it day
to day. Surprisingly enough and unfortunately not all companies (depending on
size) have a true definition of their culture, which will be crucial to their
success in hiring people that will excel for the long term. As an agency recruiter, you need to press the
individual doing the hiring for a clear understanding of the culture, or you
significantly limit your ability to attract and introduce the best people for
the company.
While there are a variety of ways to assess culture fit,
here are some questions that can be very helpful:
- Tell me about the things that you like about your current position – responsibilities, work environment, etc..
- What were the qualities of your favorite previous managers?
- What management styles do you prefer?
- How would your team members describe you and your dynamic within the team?
- What type of communication do you expect or want from your executive management?
About
Scott Robarge and Another8
Scott Robarge is the founder of Another8, a recruiting
consultancy that helps companiesattract and hire the best people to scale their
business for the long term.
