#TalentAttraction #Tuesday – A CULTURAL FIT IS NOT IMPORTANT!

By RecruiterGuy | March 9, 2021

Any company that does not conduct the one, best process to determine if a candidate is a cultural fit must believe that Cultural Fit is not important.

What is the process that determines Cultural Fit? The Effective Reference Check by a Hiring Manager who has been taught how to conduct a legal reference check.

Many Human Resource Departments Complain About Cultural Fit

When they are asked what questions they ask during reference checks, they stare at me like I just fell from the sky. “We do not check references!” often is their reply.

Other departments feel that a call to a previous employer to check a title and the dates of employment of a candidate is a reference check. Save your time. Let a background check company handle employment title and dates – it is what they do.

Who Is Best Qualified to Conduct Reference Checks?

My reference checks are better than most people’s checks because I have been in the business so long and know how to elicit information from the reference. However, even my reference checks suffer from one Psychological perspective.

If I inform the reference who is an executive that I am a recruiter, we proceed in a conversation where the executive speaks from an Adult perspective speaking to a Child. (Now some people who know me may feel “exactly!” 😊) If the Hiring Manager calls the Reference, they speak on an Adult to Adult level. The Executive will give the Hiring Manager the straight scoop on the candidate’s performance while they managed them.

This is one reason I counsel clients that Hiring Managers conduct candidate reference checks. Another reason is also important. Neither HR nor I know everything about a position and the people the new employee will interact.

The third and final important reason is during the reference check, the reference may run up a flag that I or someone from Human Resources may miss, simply because we do not know EVERYTHING about the position. The Manager is far more likely to see the flag – and ask a follow-up question that may determine the candidate’s fate for this position.

After Asking Skill Questions, What Are Some Good Fit Questions?

A well planned reference check is a conversation where you make the reference comfortable. You want them to answer easy questions about the candidate’s skills after you describe the job. Once you have built a relationship with the reference, you are prepared to ask the cultural fit questions.

“How does Bob handle conflict?” Every culture is different, some cultures like the person to address conflict directly. Other cultures prefer that the employee builds consensus to bring the team back together.
“What frustrates Jane?” If a Bureaucracy frustrates Jane and your company is bureaucratic, this is a poor fit. Follow that question with “How does Jane show her frustration?” She could lash out or withdraw, or possibly, recover and attack the problem/situation from a different perspective.
“If I were John’s Manager, how would you suggest that I best manage John? Simple open question to develop a comfort in how John prefers to be treated. A great response would be, “Help him understand your expectations – and then get out of his way.” Another potential response may be, “Keep an eye to ensure he does not attempt to tackle too much work because he is uncomfortable saying no.”
Finally, I like to ask the reference, “What else should I know about Mary’s performance?” Many times, the reference asks for clarification. I simply respond, “It is an open question. What do you feel I should know?” Their response could be something great, like, “She will be your Best Hire ever!” Or it could be the other side of the spectrum, “I really like Mary. This is not the best position for her.” I have received both responses – and many other coaching types of responses.

These questions will help your managers determine the best Cultural Fit through a Reference Check.

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

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