Once you’ve confirmed that a candidate is qualified and capable of performing the duties and responsibilities of the senior leadership position you’re hiring for, the next big hurdle is determining whether they will fit within your company culture.
Culture fit is arguably even more important than meeting the qualifications of the position because there can be serious, long-term consequences if the newly hired executive or senior manager is a mismatch.
Management Style
Matching management style is a good start, but it’s by no means the final step in determining culture fit.
As most companies don’t have an industrial psychologist on staff, you’ll need to assess each candidate’s management style yourself to determine their cultural fit.
A good practice is to have a discussion with the candidate and ask pointed questions that help you gain a basic understanding of their management style.
“Tell me about your management style and how you think it fits within this position.”
This is a broad question and requires careful listening. Take note not only of how the candidate answers but also of the examples and people they mention and what they say about them. Subtle mannerisms and comments often give color to their response and provide insight into how they work with others.
Be prepared with follow-up questions based on their responses. These follow-ups should be open-ended, encouraging the candidate to expand on their examples and thought process. Pay attention to what examples they choose and how they talk about the people involved. This can give you a sense of how their management approach might fit, or conflict, with your company culture.
In addition to discussing management style during the interview, you can also ask candidates to include a brief overview of their management style in their cover letter or presentation materials. This gives you a sense of how they see themselves as leaders and provides more confidence when deciding whether to move them forward in the hiring process.
Another great way to assess cultural fit is to speak with the candidate’s references, especially former or current coworkers. Don’t just speak with other managers; if possible, include direct reports as well. These conversations can offer valuable insight into how the candidate’s leadership style is perceived by others.
Personality Compatibility
Next, you’ll need to determine whether the candidate fits with the personalities of the people they’ll be working with. Unless they connect with the individuals they’ll interact with daily, there’s no true culture fit. Personality compatibility is complex and difficult to gauge, even for the most experienced hiring managers.
One effective approach is to talk with the people the executive candidate will work alongside, including colleagues on the executive team, board members (such as the CEO, CFO, or COO), and their direct reports.
Though the executive may be supervising these people, they’re still a crucial part of the candidate’s success. Without a strong team that works well together, respects one another, and communicates effectively, even the most accomplished executive will struggle.
When speaking with senior managers and board members, ask:
“What type of person do you feel would be a good fit within the company culture?”
This is a leading question by design; there’s no right answer. You’re listening for examples and the qualities they highlight in their responses.
Next, meet with team members who would be reporting to the new executive. Ask them:
“What type of people do you work well with?”
This approach helps you identify personality traits and working styles that work with your existing team without directly asking what kind of boss they want, which can lead to posturing or overly cautious answers.
Ultimately, if an executive candidate can’t mesh with the personalities of the senior management team, the board, and their direct reports, they won’t be successful. Teams that collaborate effectively and share mutual respect will always outperform those that are fragmented or disconnected in their efforts.
Perpetuating Company Culture
One of the most important reasons culture fit matters so much is that the newly hired executive or senior manager will be perpetuating your company culture through their interactions with others. It’s crucial to ensure that the culture they reinforce is the one you want to continue.
Keep in mind that this person will likely mentor up-and-coming junior executives and develop teams within your organization. If their approach to leadership and communication doesn’t align with your company’s values, it can negatively impact morale, productivity, and long-term retention.
That’s why it’s essential to assess each candidate’s management style, personality compatibility, and ability to mentor and develop others in ways that strengthen your existing company culture.
