Another in our occasional series on recruitment tips and best practice..

To conclude our short series on identifying that all-important Culture Fit which can make such a difference to the ‘look and feel’ of your team and office environment, below are tips on how to assess exactly that during the interviews you conduct, together with some ‘red flag’ insights into candidates who will struggle to fit in:

Tips to assess Cultural Fit during Interviews
• New recruits should add to, not disrupt your company culture. If you’ve established an effective culture, recruit candidates who closely embody it, or hire people who will enhance it.
• Be aware of your future goals. Prioritise candidates who will steer your teams in the right direction.
• Make sure your questions reflect the sub-culture within the specific department you’re recruiting for, taking into account work habits and goals.
• As culture is closely tied to behaviours, talk to employees who interacted with candidates before and after the interview (e.g. the receptionist.) to gauge how they came across to others whilst not under the interview spotlight.
• Remember: Candidates should also have a say in whether they’ll fit well with your company. Let them see the job first-hand and decide if they’ll fit in. Give them a quick tour of the office and introduce them to potential teammates.

Red Flags
• Dishonesty. You can’t fault candidates who’ve done their research and give you answers that seem in line with your culture, however if you suspect they’re simply trying to impress you with their knowledge, probe deeper with follow-up questions, and ask for more specific examples.
• Mismatch in values. An employee will fit into your company if you both share the same values, work methods and have common goals. For example, a process-driven candidate might not be a good fit if your company prioritises innovation and flexibility. Similarly, an employee who is looking for quick career advancement will be hard to retain in a position with no opportunity for promotion.
• Different leadership style. When hiring for managerial roles, take into consideration how each team works. For example, an authoritative leadership style may not be the best managerial fit for a team where employees work best independently.
• Inflexibility. New employees should balance adapting to your work habits with offering new ideas of how to do things. It’s a red flag if they show signs of a “know-it-all” attitude.
• Disrespectful of policies. It’s one thing to question the status quo and another to disrespect or ignore company policies. Candidates’ previous work experiences and the right interview questions will reveal whether they follow company policies and collaboratively suggest improvements where they spot issues – or the opposite!

With 35+ years recruitment experience, we are well versed in all of the above techniques and make sure we take the time to get to know our clients’ culture and our candidates’ expectations to ensure the optimum fit. As your Recruitment Partner we will weed out the wheat from the chaff prior to presenting you with shortlisted candidates!

For more information and interview support and assistance, please call us on +44 (0)1706 231354 or email

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How do you identify Culture Fit in an Interview?