How to Make Sure Your Candidate is a Culture Match

Finding the right person for the job is about more than just a skills fit. If the person isn’t a match for your company culture, they won’t last, so their personality must be carefully assessed.

The savviest candidates put their best self forward during the interview process, so discovering their true self will require some extra work on your part  but it’s well worth the effort. Here are a few tips to help you find a good culture match who will fit right in with your team. 

Know What You Want 

You can’t choose the best cultural fit if you’re not sure exactly what that means for your company. Sure, you can easily describe your culture, but you also need to know what traits a candidate needs to have to succeed as part of your team. Figure this out before you start the hiring process, so you can include them in both the job description and all screening activities. 

Ask Open-Ended Questions 

“Yes” or “no” interview questions might serve one specific need, but they won’t tell you anything about the candidate’s personality. Therefore, it’s always best to ask open-ended questions, because you’ll get the desired information, along with a preview of the person’s demeanor. For example, questions like “Describe your ideal work environment” and “How do you handle stress?” will provide telling insights on their cultural fit. 

Give Candidates a Personality Test 

Learn more about candidates during the interview process by giving them a personality test. Assessments such as the Myers-Briggs Type Indicator will allow you to get to know the candidate on a deeper level. Combined with knowledge gained by meeting them in person during the interview, test results will help you make an informed hiring decision. 

Make the Interview an Immersive Experience 

Different people pick up on different clues that a person might not be the best fit for the job. If you’re the only one meeting candidates before making a hiring decision, there’s a good chance you’ll choose the wrong person. Avoid this by including all direct team members in the hiring process. Invite them to interview top contenders, and if possible, have them shadow the team for a few hours, to see how they interact with the group. 

Perform a Reference Check 

When you’ve identified your top candidate, it can be tempting to skip the reference check, because you’re confident you’ve made the right choice. It might be faster in the short-term, but failing to perform adequate due diligence can cost you a great deal of time and money in the long-term. No one can speak to a candidate’s personality better than those who have worked directly with them. References can provide valuable insights you won’t get from meeting the person once or twice. 

Determining a candidate’s fit for your culture isn’t easy, but there’s no need to take on this task alone. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at 

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