In the interview, ask questions that get beyond their qualifications and instead, into their personal motivations. Ideally these should be done in a relaxed setting, because if the potential hire doesn’t feel completely comfortable, they may feign an answer that’s not authentic. Chase Norton, Founder of Mend Water, built his own team in alignment with his company values and says it all comes down to the individuals.
A fun idea to this extent would be to play a game of “would you rather” with questions around culture. For example: “Would you rather have remote work Fridays or casual Fridays?” Assure them that there’s no wrong answer, you’re simply seeking to understand how they would fit into your company culture. Finally, see how well they understand your company values — or, how much room you have to improve on communicating said values - by simply asking for feedback.
You’ll learn a lot about them through how they give this feedback. Do they prefer being straight to the point for the betterment of the company, or sugar coating information? Did they do their research, or are they only interviewing because their friend told them you were hiring? Regardless of their answer, take note of the feedback and how it changes over the course of your interviews with potential hires. It’s a great thermometer for how well you’re creating tangible company values.
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