Culture Fit Interview Questions to Promote Workplace Cohesion

By Dr. Vic | Aug 21st, 2024 | Employee engagement, Executive recruiting, HR consulting, People management, Talent assessment, | 0 Comments

Culture fit interview questions can help find candidates with the attitudes, values, and behaviors needed to succeed. Each workplace has its own unique culture, and finding candidates who will thrive in that culture is crucial for success. 

Culture fit leads to better outcomes

Organizational culture is foundational for success.  Organizations with cultures that meet employee needs achieve revenue growth and returns several times higher than their competitors, according to an article on Forbes.  A positive workplace culture also correlates with higher employee engagement, productivity, and retention, as reported by the Havard Business School.

Benefits of culture fit

Getting the right “fit” helps ensure success for both the organization and the right candidate for their culture, resulting in:

• Better collaboration:  People who work well together are better problem solvers, team players, and enjoy higher productivity.
• Happier employees:  A good culture fit can translate into lower stress in the workplace, reduced burnout, and a more positive working experience.
• Personal growth and meaning:  A positive work environment makes it safe to try new things, step outside of comfort zones to be creative and innovate. 

Avoiding bias

Cultural fit can be described as shared values, attitudes, and behaviors. But “fit” doesn’t mean that everyone should look the same, attend the same schools, or have the same opinions. Organizations need to value diverse perspectives.  

Be wary of allowing culture fit to become a proxy for bias. Studies consistently show the positive effects of diverse perspectives in the workplace, including greater innovation. One positive approach is to look for beneficial values, beliefs, and attributes among the candidates, which a Gallup article refers to as a “cultural add.”

Elements of workplace culture

Workplace culture doesn’t arise in a vacuum.  It’s a response to specific, objective conditions. When thinking about the kind of culture fit that would make a candidate successful in your organization, these are some of the factors to consider: 

Working pace. Pace can be thought of as the rate of change in a workplace. Fast growing companies will have a fast working pace requiring quick decisions and the acceptance of risk. Success in this environment requires flexible thinkers with a tolerance for stress. Mature and slower growing companies can offer a more measured, deliberative approach. People who value a “quality over quantity” approach may have more success in a slower paced environment.

Workplace hierarchy. Structure refers to the amount of direction employees receive. Some organizations have adopted flatter management structures with less supervision, while others favor multiple layers of review and oversight. Candidates who work well independently are likely to thrive with more independence, while those who prefer rules and consistency will want a more structured environment.  Culture fit interview questions need to reflect these tendencies.

Managerial style. Management style has a direct influence on workplace satisfaction. Not everyone works equally well under every style. Understanding how candidates respond – whether to the supportive coaching style of situational leadership, the collaborative approach of adaptive leadership, or something else entirely under different leadership philosophies – is key to ensuring a good culture fit.  

Culture fit interview questions

Here are a few suggestions for culture fit interview questions. Every workplace is different, and these are meant to be broadly applicable. More specific questions tailored to individual situations will be needed, from company to company. Always be sure to ask candidates follow-up questions and encourage discussion.

Questions about pace and change:

• Describe a time when you’ve had to manage overlapping or conflicting deadlines. How did you stay organized? How did you interact with the other people involved?
• Would you rather work through a project slowly and carefully, or get the project done quickly and fix problems later? Describe any experiences you’ve had with either style of working.
• Would you rather have a variety of different assignments or develop expertise in a single area? What are some things you like about each way of working?

Questions about workplace structure:  

• Describe a time you felt energized or happy about a project. What was your role? What did you like best about the experience? 
• How do you approach projects outside of your comfort zone or usual responsibilities? Would you ask others for guidance? What kind of help would you like to have?  
• Would you rather think through problems on your own or as part of a team? What are some things you like about each way of working?  

Questions about management style:  

• Describe some of the things you liked most about your last supervisor. Describe some of the things you liked least.
• What are some things your supervisor can do to help you do your best work? How can your supervisor help you fit into a new environment?  
• How do you prefer to get up to speed on new projects? Would you rather have a broad overview or zoom into the details? How can your supervisor help with the process?

Every workplace is different. Culture fit interview questions can help your organization find candidates who will contribute to your brand culture, thrive in your organization, without sacrificing diverse perspectives.  

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TEP.Global not only has a combined 100 years of experience and expertise in people management, talent acquisition, executive assessment, but also deep knowledge in building teams and workplace culture in organizations of all sizes.  For more information and insights, please contact us.