There’s no definite question that you can ask someone to assess if they are a correct fit for your company. You’re free to set the criteria, but you won’t easily find someone that squarely fits your qualifications. During your interview, you need to assess the whole meeting procedure to settle on that choice and attempt to strip back the layers to comprehend the genuine individual underneath to the one that’s presented to you in the interview room.

Rather than be strict and faithful to your ‘requirements’, you can assess if the person applying suits your needs by asking cultural fit questions. This ultimately tells you if that person can thrive in your organization, if they’d require training to mould them properly, or if they’ll present problems in the long-run.

Evaluate the applicant from the minute they enter

The term ‘culture fit’ is more than just a set of questions. It’s an experience — an involvement with the applicant. You’re trying to step into their world, or at least see it through their eyes. This is why you should consider everything they exhibit. Consider when they arrive, how they welcome individuals, how they communicate with individuals, non-verbal communication all through the meeting, and more. In the end, ask yourself if he or she fits your existing team.

You should also accept that you must be clear about what your culture and values are. Only then can you come up with questions, scenarios, and simulations that will give you an insight of a person’s fit.

Request a self-evaluation

When searching for a genuine understanding of your applicant, it’s imperative to go directly to the source. You can only gain so much from relying on his online profile, and don’t really expect anything genuine from the CV he brings. Yes, he’s achieved that much, but that doesn’t really tell a whole lot about himself and how he’ll work out in your company. That’s why it is important to ask the candidate straightforwardly: ‘If you met yourself for the first time, what can you say about that person? Do you see anything wrong? What are your positive impressions about “yourself”?’

Find an opportunity for the candidate to reflect on his or her personality; to think about themselves from another person’s point of view. Individuals frequently battle with this inquiry, and in the event that they can answer it sincerely and truly, it reveals a reasonable piece about them as a person.  This is extremely valuable in determining their fit to the culture of the company.

Look for genuineness at the right moments

Look for individuals that tell the truth, and you’ll rarely have any problems with character for your company. This is why during the recruitment and interview process, it is important that you can see their actual selves and not just what is hidden behind the character that their CV or LinkedIn profile projects. Asking questions about anything unrelated to the position they’re applying for can slowly unmask their true selves, and their genuine answers can back up their claims on paper. Project that you value honesty so that applicants can be true to themselves during an interview.

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