Interviewing for Culture Fit


Finding the right “fit” for culture is hard and it’s not a perfect science by any stretch of the imagination. In fact, it’s more of an art and it takes time, practice, and a host of other things to make it all work together.

The most important thing, though, is honesty and transparency in the interview process, from both sides of the table, and we know that that’s tough.

You see, company wants to attract and hire the very best talent and may forget and/or leave out critical pieces of information that they may feel could lead to a lost conversion on a highly prized candidate.

On the flip-side the candidate may leave out important pieces of information that may lead to their disqualification or not being considered as strongly for the role.

Both sides are wrongly incentivized (or just wrongly believe) that by withholding information will end in a positive outcome. The reality couldn’t be farther from the truth.

Both must come to the table honestly and with integrity, not glossing over the challenges that exist organizationally and with personnel and with previous experiences, background, and preference(s). Honesty is the best policy, full stop.

How strange how little we get to experience that and how sad the results.