How do you assess cultural fit?

One of the worst career decisions I ever made was when I decided to take a job based on the office space. I was living in New York at the time, and the office epitomized the city’s “cool” aesthetics du jour —?a vast loft with stripped wood floors and massive windows. In each of my three interviews, I saw people laughing and could feel the energy buzzing. Yes, I thought this was?where I wanted to work. Turns out, the buzzing energy was loud and chaotic. The hyper-collaborative culture took a toll on an introvert like me —??especially when it crossed over into post-work get-togethers. My ideal job turned out not to be so ideal after all.?

Right now, most interviewing and hiring is being done virtually. How do you assess cultural fit through video interviews??

This week I want to #Rethink the process of virtual interviewing: Can it enable us to choose a culture where we can succeed as our most authentic self?

Office spaces vs the behavior of people

In my interviews, I made a rookie error. When we’re assessing a new job, we tune into what I call “?trust signals”???—???clues about how people will treat you and whether you feel like you will fit into the role and company. The problem is that some signals are much louder than others. We often look for what we want to see.

Physical space is a big one. If we see free food, ping pong tables, stripped wooden floors, and nice flowers, it can be easy to jump to conclusions about what it’s like to work there.

Sure, environments can be a powerful reflection of a company’s values. Are they formal and hierarchical, or more informal and free-flowing? Physical office spaces, however, don’t always reveal how people behave or true team dynamics. The squishy sofas in the meeting room may be lovely, but are they giving you a clear picture of what your role will really be like?

Virtual interviewing without distractions

One of the goals in an interview should be to reduce the noise in your head. To turn down the signals that might be distracting you as to whether the organization’s cultural values truly resonate with you.

In a video interview, we have no choice but to focus on the person in front of us. Here are some specific things I recommend tuning into:

●??????Are they completely present and not distracted?

●??????How do they open the conversation? (Is it about you or them? This is a big signal.)

●??????Are they focusing more on questions about “?what you know” (capabilities) or "who you are”?(character)??

●??????Do they talk about who they are and how things are done, not just what gets done?

You are evaluating the company, just as they’re evaluating you.

It’s so easy to forget that. (That's why I’ve intentionally written this piece through the eyes of the interviewee.) Regardless of the role, think about the questions that will allow you to feel for whether it’s a culture where you can thrive.

Some revealing questions to ask:

●??????How are you keeping people energized in a remote work set-up?

●??????What actions and decisions are celebrated?

●??????How do you communicate and “?meet”?successfully?

●??????What does a “flexible”?work culture really mean?

●??????What’s been the hardest challenge the company has faced over the past year?

Three interviews are often referenced in recruiting research as the number you need for both sides to get a clear picture. Don’t shortchange yourself.

Even in “?normal”??times, it’s tough to find “the perfect cultural fit.” A crisis often reveals the core of who people and organizations are. Tap into it.

Use the virtual interview format to your advantage. Dig into more detail. Probe beneath the surface of people. And most importantly, focus on what matters. The people, the culture, and your role.

Finding great roles is about recognizing great matches — and often, they’re not what you’d expect.?

Warmly,

My goal with this newsletter is to empower you to?think?differently,?talk?openly, or?act?purposefully.?All comments and feedback are welcome!

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