Culture Fit: 6 Easy Ways to Establish if a Candidate is Right for Your Membership Organisation

There are many necessary steps involved in a successful recruitment process.  

Recently, we’ve looked at how you can find an ideal head of membership by looking at the skills and abilities of your candidates. However, it’s worth noting that there’s more to choosing the ultimate new employee than finding a CV that meets your technical expectations.  

Cultural fit is crucial in today’s workplace. With the right cultural fit, you can ensure that everyone in your organisation works effectively together, accelerating your path to success.  

The most successful hires know how to excel in their jobs while supplementing and supporting group targets too.  

So, how do you establish that a candidate is right for your membership organisation? 


1. Prioritise Passion  



There’s a reason why face-to-face interviews are so important in the hiring process. Reading through a CV will allow you to gauge a candidate’s experience, but an in-person conversation with someone will let you define their character, and the passion they feel for the role.  

While you can teach the skills required to create an exceptional head of marketing, or senior accountant, you can’t teach the kind of personality that helps someone to thrive in your company. Check for passion in your talent by asking questions like: 

  • How do you improve your skills in this sector in your spare time?  
  • What convinced you to pursue a role in [job title]?
  • Why did you apply for this role?  


2. Examine People Skills

Senior employees in membership organisations frequently spend time interacting with others. They might be responsible for collecting new clients or keeping existing members happy. Unfortunately, it can be difficult to gauge a person’s people skills by just looking at their experience in different roles. What’s more, a standard interview process only allows you to see how an individual can interact with a hiring manager.  

A great way to check someone’s people skills is to conduct a portion of the interview outside of the standard environment. Ask your candidate to join you for a conversation at a coffee shop so you can see how they interact with others. Alternatively, you can request that your preferred candidates engage in a group challenge with some existing members of staff to see how they behave as part of your team.


3. Screen Candidates According to Preferred Culture



If company culture is an integral part of your hiring decision, it may be an excellent way to speed up your hiring process. When your professional recruitment team is sifting through applications to find the person that’s right for you, you may ask them to look for signs that they thrive in an environment like yours.  

Alternatively, a great way to narrow down your options and save time is to conduct phone interviews where you can ask potential employees questions like: 

  • Describe your ideal working environment  
  • What kind of culture do you feel you work best in?
  • Tell me about a time when you struggled to perform at your best, because of issues with company culture. What kind of environment were you working in? 


4. Re-Think Your Interview Questions

If you don’t have the time to give every candidate you see the opportunity to test their skills in a team-based scenario, then you’ll need another way to gauge their suitability for your role.  

Competency-based interviews are currently some of the most popular hiring tools in the recruitment world. These interviews work by allowing you to predict a person’s behaviour in the future, by examining their actions from the past. Competency-based questions will give you a way to determine how likely someone is to thrive in your role, based on their performance in similar situations. For instance, you may ask: 

  • Describe a management style that brought forth your best work in the past.
  • Tell us about a business environment that made it hard for you to succeed in your role. What did you feel you were missing?
  • Tell me about a team environment where you felt most comfortable. What did you like most about that role? 


5. Aim for Diversity



Importantly, creating a strong company culture for your membership organisation doesn’t mean consistently hiring people who look, and act the same. The best workplaces have a diverse range of people who work well together because of shared values, ethics and expectations.  

Rather than looking for people that share the same background, hobbies or skills, make sure that you’re welcoming plenty of new insights into your business environment. The more diverse your team is, the more creative your workplace becomes.  

Consider asking a professional membership recruitment team like membershipbespoke to assist with eliminating discrimination by removing ages, genders, backgrounds and other less critical details from CVs before they send them your way.


6. Look for Shared Values

Finally, remember that a great cultural fit typically comes from shared values among your employees.  

Your leadership hires typically won’t fail in their positions because of a lack of technical skills. Usually, the most significant problems in the workplace occur when people can’t agree on what’s most important for the business and the person.  

People who genuinely believe in your company and where it’s headed will go above and beyond to help you accomplish your goals. Consider asking questions like: 

  • How do you define our company’s values?
  • What appeals to you most about this business and the role in question?  
  • How will you support us in achieving our targets?  


About Us 

The membershipbespoke group remains the only specialist recruitment organisation in the UK, which offers a dedicated service tailored to the needs of Trade Associations, Unions, Professional and Regulatory Bodies. 

We use our considerable expertise in successfully recruiting for positions across every department within a membership context. To find out more call us on 0203 4403653 or email us here. 

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