Culture in the workplace is a crazy thing. On one hand, it can be the heartbeat of a company that drives purpose and makes employees more productive. On the other hand, it can be infectious in a way that's necrotic and toxic, crippling a company.
In an article by Andrew Martins, he dives into the fact that it's immensely difficult to judge individuals' cultural fit with a company, and also why it's important that companies try to do so. Not only does having employees with values that align with a company's values help create its "personality", it also helps to foster more engaged employees. Engaged employees mean less turnover, more intrinsic motivation, and a better place to work, so getting the hiring and onboarding process right is crucial. Additionally, Martins argues, judging cultural fit shouldn't just end when hiring is over: it needs to take place throughout the onboarding process and the rest of the employee lifecycle.
We couldn't agree more. Here at Menlo, we check for cultural fit before we even take more than a cursory glance at someone's resume. As our COO and cofounder is famous for saying, the traditional interview practice is "two people sitting across a table lying to each other". If you ask someone whether they're a team player, who in their right mind would say no? But if you instead put someone in a position to demonstrate being a team player, you'll find out how they really act when faced with the opportunity. This is part of the reason why our Extreme Interview and subsequent hiring process focus on testing the "kindergarten skills" we value, and letting potential new hires experience real work as soon as possible. They can see if they like what we do, and we can see if we like what they do!
Read more about the importance of cultural fit here!