Traditionally when hiring a new employee, most of the interview time is spent reviewing accomplishments, skills, and the candidate's ability to think. Companies want to find assurances that they will hire a candidate that will be a successful addition for the company. However, many companies do not do a good job screening candidates for how well they will fit into an organization's culture. They don't look closely enough to see how a candidate will mesh with the organization;s existing employees.
As a Chicago Tribune article from the Associated Press (Nov. 19, 2007) pointed out: "Employers are seeking workers who play well with others."
Organizations are successful when they foster the development and growth of cohesive teams. More importantly, people want to work with people they like. Introducing rude, obnoxious or me-first employees into the mix usually adversely affects your organization's ability to be successful.
Because of this potential hiring cancer, many organizations have adjusted their hiring protocols. Group interviews, where potential coworkers and team members participate in the interviewing process, are becoming increasingly more common. All-day interviews help because they help strip away any veneer of false sincerity.
One hiring scenario we talk about in our book Positioning Success focuses on creating an event around hiring. After reviewing all resumes and applications, the top seven to ten candidates are brought in on the same day, and interviewed back-to-back. One HR specialist asks each person the same questions. listening to the responses is the hiring manager, and members of the candidate's potential team or coworkers. Each person is given a list of the questions and asked to rate each person's response.
They are not, however, allowed to ask any questions. the purpose is for these folks to watch each candidate, observing body language, and gestures, and facial expressions. Many times the act of asking questions prevents you fromactually observing the candidate--you are too worried about the next question to hear the answers.
Whatever process you find works best for your situation, however, make sure you look closely at how a candidate fits into your organization. Good on skills and bad on fit can be more damaging than the reverse.