Once again, I want to take a look at culture and its impact on hiring. Consider this from CNN Money --

CNN Money - Is it better to hire for cultural fit over experience? (April 28, 2011)

http://management.fortune.cnn.com/2011/04/28/is-it-better-to-hire-for-cultural-fit-over-experience/

The more senior the open position, the more a company ought to ensure that a candidate's personality is in line with the organizational culture, Challenger says.

"At higher levels, you need to conduct multiple interviews across the chain, with employers and employees," he says. "What kind of connection do you feel to the candidate? Does this person seem like one of us?"

Answering those questions can be the greatest hiring challenge. There is no one concrete way to test for cultural fit, so it's best to approach the task from several directions.

"Interview questions tend not to be great predictors," Kropp says.

During formal processes like interviews, Kropp says, candidates tend to tailor their answers to what they think the interviewer wants to hear.

The use of psychometric tests to gauge a candidate's fit continues to increase in popularity, especially in Europe, Kropp says. These tests are a somewhat more scientific way to measure something that is, in reality, immeasurable.

Employers are also drafting more detailed job descriptions as another strategy. Many job descriptions are filled with platitudes and clichés, instead of focusing on the specific tasks and qualifications that a firm is looking for.

Instead, Kropp says, some companies are providing detailed information about the company and its culture in the postings. The hope is that candidates will screen themselves out when they see keywords that don't align with their lifestyles. Someone looking for a 40-hour week will likely be discouraged by a listing that advertises long hours, while a job seeker who thrives in a team environment would skip an ad that requires lots of independent work.

"Rather than have the organization do an assessment, they can make it much clearer, and clearer earlier, what they are looking for, so job candidates can figure if it's a bad fit," Kropp says.

The downside of relying on self-selection is that, in the current job market, applicants may try for jobs that they know won't fit them, convincing themselves that they can change.

So, what is the learning point?

Culture is more of a factor when hiring at the senior level – and it is very difficult to determine culture fit from a simple interview. Assessments – and more in-depth interviews can help greatly.

May I highlight thought the comment from the article -- "Interview questions tend not to be great predictors.”

I have great concerns regarding the ability of most leaders to interview. My job is interviewing and I probably interview 100 times more people each year than the typical hiring manager. And yet I find interviews often lacking. The biggest problem with interviews?

Most interviews are not structured.
Most interviewers are afraid to go in for the “deep dive” and are also afraid of asking the truly hard follow up questions.
Most interviews have no clue how to define leadership and do not use competencies to define leadership requirements.
And the age-old, already mentioned in earlier blogs – the heavier and inappropriate weight placed on chemistry and presentation (“I really liked Sam or Sally” – “I really felt comfortable with her.”)

How do you interview?