Interview Questions to Assess Cultural Fit
At Dream Team Elite, we frequently stress the importance of hiring for cultural fit. After all, your practice’s culture is like its personality. By hiring individuals who most closely match that personality, you can naturally create a more positive, productive and harmonious work environment. Not only is this essential for your employees, but it’s also critical for client satisfaction as well.
So how, exactly, does one effectively screen for so-called “cultural” fit? Here are a few key questions that you can ask during the interview stage to help identify the ideal candidates right off the bat.
Can you tell me about a situation when you exhibited [core value]?
There’s no one-size-fits-all answer to which value you ask about – this will ultimately depend on what your practice’s unique culture embodies. Perhaps it’s enthusiasm or lifelong learning. Figure out what characteristics you value the most and then ask candidates to share real-life examples of how they use those traits in their day to day duties. For instance, if teamwork is one of your core values, ask candidates to explain how they played a role in helping their colleagues accomplish a goal.
In your past roles, what did you enjoy the most and what did you enjoy the least?
You can use this question to have your candidate walk you through his or her resume and get an idea of which areas might be strengths and which might indicate potential weaknesses. The goal of every veterinary recruiter is to choose individuals who will be happy and productive members of the team. If there are certain key duties that a prospect seems leery about, it might be a sign that he or she isn’t going to be a great fit at your practice.
What motivated you to move on from each role?
Gaining insight into the reasons behind the transitions in a candidate’s career path can help provide a glimpse at each prospect’s personality and motivators. For instance, if a candidate cites shortcomings or frustrations as their reason for leaving a particular role, it’s something to think about. Conversely, a transition as a result of an opportunity to grow and further one’s career can indicate ambition. Keep in mind, however, that the latter would probably only be a good fit for a practice that values leadership and has room for advancement.
What are your future career goals?
Where do you see your practice headed in the next five, ten or fifteen years? Finding out whether the candidates you are interviewing have similar goals and objectives can help you determine the best fit. After all, the strategy should always be to find team members that will stay plugged in and in it for the long haul. This can help you weed out those who may not be likely to stay so you don’t waste time and energy only to have to fill the same position again a few months down the road.
Another tip to keep in mind when evaluating candidates for cultural fit is that asking unstructured questions in a casual setting can sometimes make things flow a little easier. For instance, an interview over lunch that includes a few formal questions but also incorporates casual conversation can help you dig deeper and gain a more accurate picture of each candidate’s unique personality. This can go a long way toward ensuring that every member you add to your team will help move your practice in a positive direction.
Don’t have time to assess candidates for cultural fit? Don’t worry about it. That’s what Dream Team Elite is here for! We’ll do all the work and find you the candidates who are a perfect match for your practice. Click here to get started today!
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