31–40 of 58 posts
I recently learned that the concept of cultural fit was originally about being a fit for the process and work culture, not about being best friends with one's teammates. What does that actually mean? Well, for instance, someone who wants or needs to be told exactly what they're expected to do and how to do it is not a good cultural fit for us - we need people who can show initiative and direct their own work. Someone…
Here's how to pass most startup cultural fit tests: Avoid strong opinions even if you're asked. The interviewers themselves may be crapping on emacs, PHP, design patterns or whatever so you may be tempted to voice your own, but it doesn't go both ways. Don't get too comfortable. You'll be offered coffee. Drink it. Don't refuse beer either. Fake a liking if need be. After work drinks are mission critical. Make sure yo…
I had a friend who was present in interviews at a hedge fund in London where the standard first question was 'where do you ski?' When she quit, they asked her what it would take for her to stay. She asked for an equality policy and BOOM! A big cheque fell in her lap and they thanked her for her contribution.
I just went through the interview process for a management role at a company in which they stressed the importance of "cultural fit." I assumed this meant I would be evaluated for my ability to work within a startup vs the traditional large enterprise companies I had been working for over the last few years. I was caught a bit off-guard when the interview pivoted towards inclusion and diversity. I stumbled through so…
> "How do you deal with diversity?" and "How do you accommodate other's working styles?" I don't understand these kind of questions, culture shouldn't play a role as long as core values are shared (like honesty, empathy, humility...) The rest should be irrelevant in the workplace
It's important to have non-toxic and morally good employees, but if you start forcing a "core value" system on subjective morality you're going to throw a wrench into the cogs.
Shared core values are better for goals and brand identity. Company culture is more leading by example, than meticulously choosing what is honest and empathetic and humble.
I had a friend who was present in interviews at a hedge fund in London where the standard first question was 'where do you ski?' When she quit, they asked her what it would take for her to stay. She asked for an equality policy and BOOM! A big cheque fell in her lap and they thanked her for her contribution.
I had a friend who was present in interviews at a hedge fund in London where the standard first question was 'where do you ski?' When she quit, they asked her what it would take for her to stay. She asked for an equality policy and BOOM! A big cheque fell in her lap and they thanked her for her contribution.
Here's how to pass most startup cultural fit tests: Avoid strong opinions even if you're asked. The interviewers themselves may be crapping on emacs, PHP, design patterns or whatever so you may be tempted to voice your own, but it doesn't go both ways. Don't get too comfortable. You'll be offered coffee. Drink it. Don't refuse beer either. Fake a liking if need be. After work drinks are mission critical. Make sure yo…
What exactly do you mean by too Indian?
Here's how to pass most startup cultural fit tests: Avoid strong opinions even if you're asked. The interviewers themselves may be crapping on emacs, PHP, design patterns or whatever so you may be tempted to voice your own, but it doesn't go both ways. Don't get too comfortable. You'll be offered coffee. Drink it. Don't refuse beer either. Fake a liking if need be. After work drinks are mission critical. Make sure yo…
HR professionals that I respect have advised me that asking questions about hobbies or personal interests are to be avoided.
I recently learned that the concept of cultural fit was originally about being a fit for the process and work culture, not about being best friends with one's teammates. What does that actually mean? Well, for instance, someone who wants or needs to be told exactly what they're expected to do and how to do it is not a good cultural fit for us - we need people who can show initiative and direct their own work. Someone…
- Firefighting is valued more highly than avoiding fires. The way to move up or get noticed is to have been a hero during some unneeded crisis.
- The company has an excessive amount of "Kool Aid" culture, where they talk about work as if it were equivalent to family, versus some more reasonable premise.
- An unusual organizational style that may not work for you. Like perhaps the Zappos holacracy thing. Granted, that may work for some, but it could be a showstopper for others.