Some musicians prefer to play jazz because they like having the freedom to improvise. Other musicians thrive while playing rock and roll because of its rigid song structures.

When a jazz musician sits in with a rock band and vice versa – chaos can ensure, and the same fish-out-of-water scenario goes for people who don’t fit well into a company’s internal culture.

That’s why many companies are looking to optimize their key positions by giving a large amount of consideration to a job candidate’s personality.

According to Brian Hatfield, Cornerstone’s Director of Recruitment & Special Projects, this emphasis on personality also stems from the exponential number of millennials entering and moving up within the workforce. Hatfield noted that younger employees place a higher value on collaboration and teamwork over the skill set on a candidate’s resume.

“Millennials value company culture and team atmosphere almost above all else.” Hatfield said. “Finding somewhere they ‘fit in’ and feel that that will be treated as equals, be able to express themselves, and have a good shot at moving up within the organization are all factors that contribute to them choosing to work for one employer over another.”

Incorporating Personality into Your Hiring Process

Instead of fighting the changing values of the workforce, more companies are embracing them.

Some organizations have taken to administering personality tests to job candidates, while others are tweaking their interview process. One common approach is to interview candidates as if you were connected over social media: “What was your last tweet about?”, “How would you hashtag your resume?”, and “What kinds of things do your friends post to your Facebook profile?” might be some common questions in these interviews.

Some organizations focus the interview more on a person’s interests or hobbies to see if they’re a cultural fit. For example, if most of the people on your team are foodies, someone who doesn’t like to discuss food may not be the best cultural fit.

Of course, hiring decisions shouldn’t be made on whether or not someone’s ever had paella. However, many companies are saying that technical skills can be taught, while a cultural fit cannot be learned.

Don’t Confuse Aspirations with Actual Culture

One mistake companies tend to make in the interview process is presenting a branding or aspirational vision of their company culture, rather than the real thing, and that can lead to a square-peg-round-hole situation for an unwitting employee, and the company they find themselves in.

If your company wants to get serious about meshing together cohesive personalities, make sure you perform an accurate audit of company culture first. For example, if your company has numerous layers of middle management, don’t present it as having a flat organizational structure. In this situation, consider flattening the structure first – then bringing in people to fit it.

At Cornerstone, we understand the importance of a company’s culture. We constantly strive to create an extraordinary experience for not only our clients and candidates, but also our internal employees. Our goal is to never rest on our laurels – no matter how strong they are – but to continue to impress everyone who comes through our doors, whether they’re a candidate seeking a new career, or one of our own employees starting their daily routine.

For companies looking to shift toward a ‘culture-driven’ model, we have a large database full of candidates that can make your vision a reality. We can also weed out mismatches by placing candidates in a temporary or contract situation first. Simply drop us a line and we can get started on finding you some skilled collaborators.