A continuación, te explicamos cómo puedes evaluar el impacto de un candidato en una cultura de trabajo positiva y comprometida.

Behavioral Interview Questions : Ask questions that reveal past behavior Ex:Can you give an ex of how you improved team morale in a previous job? Cultural Fit Questions : Determine if their values align with the company Ex:What kind of work environment do you thrive in? Reference Checks : Speak to past employers about the candidate’s team interactions Ex:How did they contribute to the team’s positivity? Team Interviews : Have the candidate meet potential Skills and Personality Assessments:Use tools to measure teamwork and cultural alignment: Ex:Administer a personality test like DiSC. Review Past Contributions : Look at their resume and portfolio for evidence of enhancing work culture: Ex:Initiatives they led to boost team engagement.

I would like to guage candidate on the following: - Positive attitude even to a tough a situation - Team Collaboration Skills - Adaptibility for new perspectives and ideas - Openess to Diversity, willingness to learn about other cultures and how can different perspective from different walks of life be added into their work - Affirmative Communication Style - Conflict Management - Non-verbal cues such as body language, active listening, can-do attitude

Below are my 3 Main Focus about Candidate:- Keenness - You instinctively know that these people are highly flexible and will do whatever it takes to be successful in the job that you assign to them. They are culture adopters not resisters. Learners - Everyone you employ will need to learn something about either your product, your processes or your culture. Some will even need to learn additional skills to be successful in the job. People skills - You know by their engagement, responsiveness, humility and even humour in the selection process that they could potentially be a good team player. Applicants with people skills know they must win over the team they work with if they are going to be successful themselves in their assigned job.

To evaluate a candidate’s impact on a positive and engaged work culture, consider their interpersonal skills, adaptability, and alignment with your company’s values. During interviews, ask about past experiences where they contributed to team dynamics or resolved conflicts. Look for examples of collaboration, inclusivity, and support for colleagues. Additionally, assess their enthusiasm for fostering a positive environment—candidates who prioritize team well-being and communication can significantly enhance workplace culture. Remember, a good cultural fit can lead to a more motivated and engaged team overall!

I prefer to evaluate candidate through their past contribution, adaptability, willing to learn and accepting challenges through out their career. Mainly their ability to work with the team as well as individually to fit in the company culture. Effective communication and accepting the feedback for the continuous improvement and learning direct for the growth.

To try to influence a culture of positive work and engagement, we can review previous good reviews, review the projects you have led, and the publications you have left on the engagement and its managers. This link in understanding the extent of discontinuation of the system of work, support and motivation.

Is it true that previous behaviors predict future behaviors? In my opinion, not always. It is important to evaluate our candidates by listening to how they responded to events in the past, however, we must propose realistic scenarios, situations in which, for example, they may find themselves in our organization. Evaluating the congruence between the speech, the experience reflected in the CV and its development in the selection process will be of great help to have the best talent on our side, after all, we are not fortune tellers, but we can be analytical.

By adding questions about handling conflicts among team members and peers and how the candidate have resolved in past or how they have handled difficult conversations around performance improvement can really help the interviewer understand a candidate's style of communication.

Many times I have left an interview recharged with energy thanks to the conversation with my candidate, what a great moment it is to share with someone a spontaneous moment that allows us to better understand someone's profile in a professional context. We must be authentic as recruiters, making the interview a comfortable space so that the candidate can function in the best possible way and show what they are made of.