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With talent shortages in accounting and finance, finding job candidates with the requisite skills is challenging for many companies. Making the situation even more difficult for hiring managers is identifying applicants who also fit their corporate culture.
Trying to force a cultural match, especially after pinpointing a professional who meets the other criteria, can be tempting, but this is much easier said than done. For many new employees, training can help shore up deficiencies in their technical skills. It’s much harder, however, to teach them how to fit in with their new colleagues and office environment.
There are two potential negative outcomes to a culture mismatch. First, bad hires cost your organization time and money, and can bring down employee morale and productivity.
And employees who prove themselves to be a valued addition but don’t feel comfortable, may be looking quickly for their next opportunity. In a Robert Half survey, roughly two-thirds of human resources managers reported their organization has lost a staff member because of a poor fit with the work environment.
Here are four tips for finding job candidates who fit in with your corporate culture:
- Ask the right questions. Targeted questions will give you a glimpse into a candidate’s work behavior, such as how they relate to coworkers and react under pressure, and whether they have the determination and professional demeanor to thrive in your company culture.As an example, you could ask, “Why did you leave your last employer?” If they start badmouthing their boss or colleagues, it may be a sign that they’re not good at collaborating or resolving petty workplace conflicts, and therefore might not be a good match.Here are a few other interview questions that dig deeper:
- What did you like best/least about your previous position?
- Tell me about a time when you disagreed with a colleague’s approach to a problem. How did you handle the situation?
- If you could have any job in the world, what would it be? Why?
- Describe an instance in which you had to think on your feet. Were you satisfied with the result?
- What aspects of our company’s corporate culture do you find attractive?
- What qualities do you prize in coworkers, and why?
- Check references. This is an important step some managers skip in their eagerness to land skilled finance professionals quickly, especially those who look great on paper and impress you with their interview answers. But disregard reference checks at your own risk.Unlike a resume or interview, references can provide independent and objective insights into a candidate’s honesty, work ethic and interpersonal skills. Before you make a job offer, do your company and staff the favor of verifying that what you see is what you’ll actually get.
- Mix and mingle with candidates. Consider meeting a potential new hire outside the office with a few of your team members. Informal settings such as industry mixers and casual gatherings are ideal opportunities to evaluate candidates when they’re not “performing” in the spotlight.
It will also give your team the opportunity to chime in on your decision. After the gathering, ask one or two team members whether they think the candidate would work well in your corporate culture.
- Work with an interim professional. Project consultants can fill critical vacancies as you conduct a full-time hiring search and support key initiatives, but they also can give you a preview of your next employee. In a separate Robert Half survey, chief financial officers said having a candidate work on an interim basis provides the greatest insight into the person’s potential fit with the corporate culture. Working with a project professional allows you to observe the individual’s work style and fit in real time.
Determining whether a new hire will fit in with your corporate culture is challenging. Conducting a thorough evaluation will enhance the process and prove a wise investment of your time.
Tim Hird is the executive director of Robert Half Management Resources.