• Learn How to Build a Powerful Personal Brand That Will Differentiate You and Allow You To Compete in the Global Marketplace.
  • 8 Tips to Evaluate Cultural Fit

    Many articles point to the fact that the job interview is really all about the so-called cultural fit of the candidate, provided the skill and experience requirements are met as well of course. The thing is that in addition to the hiring manager, several other company members, too, are interviewing candidates to add their own assessments.

    For practical purposes, what’s called company culture can be separated into two distinct areas. One is influenced by the top leader of the organization, and the other is influenced by the departmental leader or the hired employee’s immediate supervisor.

    Years ago, I worked at a Fortune 100 company that had a history of buying many other companies whose individual and distinct cultures had been kept intact and independent of each other all along. At one point, though, a new CEO took over and decided to instill one single culture throughout the hundreds of subsidiaries and affiliated companies under his jurisdiction. That action caused an amazing transformation. I compared the new CEO’s influence to a magnet approaching a bunch of nails: all of a sudden, all of the nails aligned and connected to the magnet.

    Certainly, a departmental boss has an impact on departmental culture. Often, when you ask someone a question like, What’s it like to work at that company? the reply reflects the person’s pleasure or displeasure with his boss and, at times, his colleagues.

    So, how—during the interview—can a candidate seem to fit into the company’s culture?

    Similar to the cliché that says, “A leopard can’t change its spots,” a person can’t radically change personality. But because the outcome of the interview is highly influenced by a candidate’s cultural fit, the candidate can at least attempt to make the right impression, which amounts to simply the same thing as adjusting the words in the résumé to match the job requirements stipulated in the job ad.

    People may have different understandings of what lies behind the proverbial cultural fit. The most accepted notion suggests that cultural fit includes the display of characteristics related to organizational cultures, such as values, language, and outlook. Culture is the behavior that results when the members of a group arrive at a set of rules for working together. The rules may include elements of decision making, daily work practices, and even such things as the office setup. For instance, some organizations are hierarchical—with office spaces and sizes linearly matching employees’ functions in the organization. At the other end of that spectrum are organizations that are very egalitarian—with open-architecture office space, in which all employees having equally open and equally sized spaces.

    Before the interview, the candidate should explore with as many people as possible inside the company certain issues, such as:

    * Whether the work environment is highly stressful or rather relaxed

    * Whether promotion is from within or fresh experts are hired from outside

    * Frequency of meetings

    * Volume and tone of internal e-mails (formal or informal, friendly or abrasive?)

    * Whether teamwork or individual effort is the typical means of problem resolution

    * Whether employees’ opinions are solicited or not

    * How well poor behavior and underperformance are tolerated

    * Whether successes are celebrated and in what ways

    The list is endless, but those are a few examples of issues pertinent to company culture.

     

    I am a Career Coach and my specialty is Interview Preparation. I'm known as "The Landing Expert." My clients are 90% job seekers in transition and 10% those who contemplate a career change. CLIENTS BENEFIT FROM MY SERVICES AS FOLLOWS: • Most clients land, on average, within 5 months. • In-office clients are videotaped in an interview simulation followed by a lively discussion. • Clients get "straight-talk" coaching. This "tough-love" approach pinpoints their weaknesses quickly and lets them make real-time corrections (improvements) in performance. • Interview preparation techniques are customized for a wide range of professional backgrounds, age groups and learning styles. • Clients are trained to analyze an interviewer's question then provide a focused response. • Clients are exposed to a variety of interview questions from across many industries. • Audio/Video and screen collaboration sessions can be recorded for future viewing. • Clients have on-demand access to "in-transition" support. SPECIAL ADVANTAGES FOR CLIENTS INCLUDE: • Interview preparation includes both verbal and non-verbal communication (i.e., body language and voice). • Based on 12 years of experience with 750 clients worldwide, new clients are taught how to confront and survive the most challenging interview scenarios. • Clients have immediate access to my network of 29,950+ Level 1 LinkedIn connections. • Clients and non-clients alike have access via my website www.landingexpert.com to my directory of job search/networking groups throughout NY, NJ, PA, CT, DE and GA. • To provide the greatest possible reach, I have communication skills in five (5) different languages and offer unlimited e-mail & phone support. Get customized interview preparation and access to my 29,950+ Level 1 LinkedIn connections! Go to http://www.landingexpert.com/ then SERVICES and FEES for detailed information. Contact info: alex@landingexpert.com or ✆ 609.333.8866 EST

    Tagged with: , , ,
    Posted in Personal Branding
    Promote Yourself Newsletter
    Sign Up & Download For Free:
    10 Personal Branding Secrets You've Never Heard Before
    Content Partners
    As Seen In