By Gemma Morris
2nd June 2016

Demand for skilled candidates in the Information Management and Analytics industry is high. Many companies are competing to attract the same talent so the last thing you want is to hire the wrong person and have to rehire again in the future.

When looking for new people to join your team it is important that they fit in with your company culture. When interviewing you will probably have a checklist that you want your candidates to tick; things like education and experience are easy to work out but how do you make sure they fit in with your company culture?

Pre-interview

A lot of companies will make their candidates jump through multiple hoops to sometimes even get to the interview stage. Long technical tests can be good to gain an understanding of the candidate’s knowledge but you may be scaring some of them off. If your company culture is more relaxed than these tests suggest try bringing them into the office and showcasing the company; the candidate is far more likely to understand your company and its culture by doing this. This is especially relevant in Information Management and Analytics as it is a candidate led industry, therefore as the client you have to make sure you are selling your company.

If you want to know whether the candidate will be a cultural fit before you offer an interview a simple way of doing this can be by looking at the candidate’s CV. Their previous work history can give you insight at the kind of teams they have previously worked in and what the company was like. Their out-of-work experience can also show a lot, do they do charity work or volunteer?

Interview

During the interview you should encompass the company culture in the way you speak. Your choice of language can say a lot about you and the company; you should be clear and honest when talking about the company and its culture. The best way to find out if the candidate is the right fit you should tell them about the values of the organisation, if you are small company that recognises and rewards individuals or a larger company that rewards on team basis you should say so.

Throughout the interview you should also be using behavioural based questions, by doing so you can find the answer and person that you believe best fits in with the company culture. It is essential to bring your company culture to life during the interview process.

Post-interview

As it was during the interview your language and communications can say a lot about the company. In any follow up emails or phone calls remember to incorporate the culture in the way you speak, be honest and open with the candidate and use this as the final chance to make sure they understand the company and that they will be a good addition to the team.

The key thing to remember when attracting candidates and finding the right cultural fit is to be honest, especially when giving feedback to the candidate. Even if they don’t get the job if they have had a good experience they will be more likely to recommend you to others within the industry. 

Hire for company culture

How do you make sure a potential candidate fits in with your company culture? Let us know in the comments below.

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