I was thinking of this as I sat interviewing candidates for a new position a colleague has opened up.  I wanted to not just find the right person for the position but also someone who would end up fitting in well and being happy here.

Food for thought – could the process of recruiting and candidate selection be radically altered to help in this culture fit element?  http://punkrockhr.com/the-candidate-experience-hiring-process/

I have a very good friend who is an experienced and fanstastic recruiter.  We met and became friends when she recruited me for a previous position.  She is passionate about true partnership with the hiring manager and making certain there is a real fit for the manager, the position and the culture.  In my experience, that is rare.  I think we could use a lot more of that type of passion, thoughtfulness and commitment.

With so many people in the job hunt process right now, many of them are hoping for the right fit and right now.  How many will end up with right now only?  What will that do for them and for the company?  What impact will that have on the job market churn over the next five years?

So here I am, honoring her gentle nudge and making the room to write.

I’m fortunate that after months of searching, my team and I have found a new program manager.  We get to have a new set of skills and experience to add to our small team.  It gives us the ability to add even more value to our organization and delve deeper into understanding our customer experience.  I believe passionately in the service we provide to the business.  I love being able spend my days thinking about our customers.  Part of the search for a new team member means finding someone who has a similar passionate view. 

What’s most interesting to me about this process is how important company culture fit is to the discussion.    How many times have you been on an interview (or interviewed candidates) and found the focus being all on skills and experience – with little or none on that important “fit”?  That fit is more than just do you like this person and think you can work well with them.  It’s an important concept because I don’t want it confused with homogenisation.  Having diversity is equally key.  So how do you define your company or team culture?  How do you find that right fit for your team?

Our way was thoughtful, open discussion and decision consensus across the interviewers.  What works for you?  What hasn’t worked for you?