If it's fairly clear that the candidates have the skills and experience necessary to get the job done, the second interview is a good time to assess if they "culturally fit" with the prospective company and department. Culture fit encompasses such things as:
How decisions are made and communicated
How risk-taking is rewarded or punished
How employees treat each other
Whether intradepartmental idea challenges are supported
The culture of an organization is its signature environment. Define your culture as it relates to the four items above. Then, identify the behaviors that employees need to succeed in that culture, and assess whether your candidates exhibit those behaviors.
Some organizations don't discuss cultural fitness when interviewing candidates. While the reason given for this approach is often "We don't want to scare off a potentially strong candidate," in the end, it is cultural fit that dictates the success, or lack of success, of an employee.
SOURCE: Kim Rutherford, regional vice president,Recruiting and Staffing Forum for more ideas.
This article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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