Culture fit in executive search
An acquaintance who works in executive search, recently called me to talk about how she could improve her confidence in providing good “culture fit” candidates for her clients. When I asked her how she does it now, she said – it is a rather informal process. I listen to the words a client uses to describe their organization, and then to the personal characteristics they are looking for in a person. I then look at the accomplishments of candidates and use that as a predictor of future abilities and “culture fit.”
My response was that she was on track in thinking of “culture fit” by listening to her clients’ own words. We talked more and I offered a way of defining “culture fit” more systematically by asking four questions to get more specific info on what an organization values which would allow her to be clearer on what characteristics to look for in candidates.
1. What are your organization’s current sources of competitive advantage?
a. Such as technical superiority; listening to the customer; or, by dominating the industry
2. How do executives currently work together to meet business goals?
a. Such as being a team player; being results-oriented; or, being a builder of relationships
3. How are decisions made currently among the management team?
a. Such as: top down; collaborative give & take; or, through debate & conflict
4. Is the organization looking for any different ways of working in the future?
I counseled her that the last question is very important in that she needs to know the difference between how things really work and what are just desired ways of working. A candidate with good “culture fit” has to know how to maneuver through the middle ground of what is and what is desired!
