Picking the Right Team: Why Your Job Stories Matter

In the hiring process, many companies place great emphasis on the importance of their organisational culture. One common type of culture that is often sought after is the “Social Culture”, which is characterised by a collaborative and friendly work environment. This type of culture is favoured by many companies and is believed to lead to increased employee satisfaction and productivity.

When companies hire new recruits, hiring for a company culture starts with the interview process.

For example: Think about a job interview. You ask a job candidate about their best team experience, and they respond like this:

“I enjoy working with a team, especially when everyone knows their stuff. That’s when everything clicks, and you get the full benefit of having smart people working together. There were times at my last job when I didn’t get the credit I deserved, but I didn’t say anything.”

Does this person sound like they’d fit well in a Social Culture? What would your thoughts be with this response? From our 20-year experience, here are some red flags we would like to point out…

First, they make a big deal about everyone being well-trained and knowing their jobs. It’s good to be skilled, but in a Social Culture where work and friendship mix, this might not fly.

Second, when they didn’t get credit for their work, they kept quiet about it. Keeping quiet doesn’t fit well with a culture that’s all about teamwork and support.

Third, this person didn’t take action when they faced a problem. In a team-focused place, you’d expect people to speak up and solve issues together. Staying silent and looking for a new job shows they might not be up for the challenge.

Lastly, they don’t mention enjoying the social side of teamwork. In a Social Culture, it’s not just about the work; it’s about building relationships too. This person seems to miss that point.

It is important to be fully engaged in the interview process and pay attention to any concerning signs. Ignoring these red flags can lead to hiring someone who doesn’t align with the company culture and may not positively impact the social environment that the company has worked hard to create. Ultimately, this may result in the employee not lasting long in the company.

What is your company’s hiring practice? How many hiring managers at your company would be okay with this response?

Saying you hire for culture is easy, but doing it means turning away people who don’t match your company’s vibe. It’s about finding the right fit, not just someone who’s okay.