And bad mistakes, I have made something …
Every IT manager has been there. You find a candidate with an impressive resume, a long list of certificates and an innocent technical interview. You rent them, believe that they will be a game-changer for your IT department.
Fast six months ahead:
❌ They do not communicate well with the team.
❌ They oppose feedback and conflict with cooperation.
❌ Morale is below, and your once rich IT department is now full of stress.
Problem? You have hired for skills, not for fit.
Technical expertise is important – there is no debate. But if no new fare is with the team, share the values of the company, or work well within the current culture, their technical talent will not protect them (or your department) from disintegration.
Good news? Technical skills can be taught. The approach, adaptability and cooperation are very difficult to train. That is why cultural fit should be the top priority in your IT hiring strategy.
How to rent for cultural fit (without estimates)
The next time you are interviewing a candidate, go beyond his certificates and github repo. Excavation in:
conflict management: “Tell me about the final struggle at work. How did you handle it?”
Workplace frustrations: “Is there anything that really makes you angry in a previous work?”
Teamwork and Adaptability: “If I asked your last boss about your working style, what would they say?”
These questions help to explain how a candidate actually works within a team, how they handle the challenges, and whether their working style with the dynamics of your existing team (or struggles).
Know your culture first
Rent for cultural fit only works when you Understand your company’s culture and dynamics of your teamIf you do not have a clear understanding of ticking your IT department, you can hire a “good sheep” – only to leave them in a herd of goats.
This does not mean that you should always hire people like the current team. Sometimes, a different perspective is really necessary-But you need to be intentional about it.
Final consideration: correct balance matters
Of course, cultural fit does not mean to hire clone. Diversity in thought, background and personality is necessary for innovation. But hiring someone whose values, cooperation style and communication approaches will be aligned with your team, he will set them and your department for success.
So, next time you are hiring, just don’t ask yourself, “Can they work?” Ask, “Will they thrive here?”
