When it comes to job satisfaction, there\u2019s a special ingredient that holds the key to happiness and success in a role: it\u2019s called \u201ccultural fit.\u201d<\/p>\n
The Harvard Business Review <\/a> describes cultural fit as the likelihood that someone will reflect and\/or be able to adapt to the core beliefs, attitudes, and behaviours that make up an organisation.<\/p>\n At Hudson, we know from experience how important cultural fit is to an employee\u2019s performance, happiness and longevity in a role \u2013 because individuals will only thrive in an environment where they feel comfortable, and within an organisation whose values align with their own.<\/p>\n It doesn\u2019t matter how attractive the role is \u2013 if there\u2019s not the right fit between you and the organisation, you probably won\u2019t work out there in the long term.<\/p>\n Cultural fit is hard to get right<\/a>. What questions can you ask in an interview to help you decide if the organisation is right for you?<\/p>\n Asking directly about the organisational culture is the first place to start. How the interviewer responds will tell you if there is a clearly defined culture and ethos that permeates the organisation that they can clearly articulate.If you get the opportunity, ask this question to more than one person to see if you get a consistent answer. Also see if the response is consistent with the organisation\u2019s mission statement, which is often published on the company website.<\/p>\n<\/li>\n<\/ul>\n Finding out what personality traits they\u2019re looking for will reveal the qualities they value and help you assess if you\u2019re the right fit for the organisation. There\u2019s no point trying to pretend to be you\u2019re something you\u2019re not.For example, the organisational culture might suit people who are highly competitive, entrepreneurial or exuberant, whereas you might prefer consistency and quiet.<\/p>\n<\/li>\n<\/ul>\n Different people prefer different management styles. Some flourish when working for leaders with a consultative management style, while others prefer managers who provide lots of direction. It\u2019s important to know what you\u2019ll be getting into, so you can decide if the management style of the organisation is one you\u2019ll feel comfortable with and could adapt well to.<\/p>\n<\/li>\n<\/ul>\n This question will tell you if the organisation values and demonstrates commitment to their employees\u2019 development with formal training programs, with a view to career progression within the organisation. A business that invests in the professional development of its people might be one you\u2019re more inclined to commit to in the longer term.<\/p>\n<\/li>\n<\/ul>\n The way an organisation rewards performance reveals a lot about their cultural values. Do they only reward things like sales and revenue, or do they recognise other qualities and achievements? Do they celebrate their employees\u2019 successes and milestones, offer bonuses or non-monetary rewards, and do they reward individuals or teams? These will give you a good insight into the kind of environment they create, and how they motivate their staff. Are these the things that would motivate you?<\/p>\n<\/li>\n<\/ul>\n The interviewer\u2019s response to this question will help you understand the organisational culture on a more personal level. They might say they love having the freedom to be creative and take risks, that they feel heard and respected by upper management, or that the camaraderie with colleagues makes even the most stressful day bearable. What is highlighted will help you determine if this is an environment that you could see yourself working in \u2013 and loving.<\/p>\n<\/li>\n<\/ul>\n For some people, working for an organisation that demonstrates a commitment to certain causes or issues is extremely important. CSR programs can take many forms, from having a \u2018green\u2019 workplace to gender equality and diversity programs or charity donations. If these are high on your values list, it\u2019s important to know whether the organisation shares the same values and backs them up with actions.<\/p>\n<\/li>\n<\/ul>\n Finally, you will be able to glean many clues about the organisation\u2019s culture without directly asking questions. The types of questions they ask in the interview will tell you what they place most importance on and whether cultural fit is a top priority for them. How interested are they in your personality, values and motivational drivers? Do they ask about your working and management preferences? Do they use formal psychometric assessments<\/a>? If so, then they are as interested in getting the fit right as you are.<\/p>\n","protected":false},"excerpt":{"rendered":" The top questions to ask in an interview to assess your cultural fit. When it comes to job satisfaction, there\u2019s a special ingredient that holds the key to happiness and success in a role: it\u2019s called \u201ccultural fit.\u201d The Harvard Business Review describes cultural fit as the likelihood that someone will reflect and\/or be able…<\/p>\n","protected":false},"author":3,"featured_media":1306,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[34],"tags":[49],"class_list":["post-1305","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-job-interviews","tag-great-interview-questions"],"acf":[],"_links":{"self":[{"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/posts\/1305","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/comments?post=1305"}],"version-history":[{"count":3,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/posts\/1305\/revisions"}],"predecessor-version":[{"id":6020,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/posts\/1305\/revisions\/6020"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/media\/1306"}],"wp:attachment":[{"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/media?parent=1305"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/categories?post=1305"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/au.hudson.com\/af-api\/wp\/v2\/tags?post=1305"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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