Practical tips to interview for cultural fit
1
Clearly explain ‘a day on the job’ to your applicants in a way that
clarifies the values and culture of your organisation.
2
Make sure that everything you ask in the interview is relevant,
and if you ask the interviewee to do anything practical at the
recruitment stage then make it relevant to what they will actually
be doing on the job. Update and refine this process as your
needs or business culture evolve.
3
Use behaviour-based questions to ascertain competencies
that relate to cultural fit.
4
Don’t be afraid to deviate from the standard/pre-prepared
interview questions. Be responsive to the candidate in front of
you in order to find out what you need to know.
5
Use your emotional intelligence to read your applicant’s
responses, body language, tone and manner.
6
Discover their ‘why’. Why do they want this role? Are they going
to grow and evolve with your business? Are they going to go the
extra mile? If so, why?
7
Never assume. Clarify what they mean and why they are giving
you a particular answer.
Your club culture has the power to make your staff and your members
happy to come to your facility every day, and to keep coming back
We need to evolve as an industry
and put some standard practices in
place with regards hiring all staff –
including contractors, casuals,
part time and full time staff.
year on year. It is what will make them recommend your club to their
friends, colleagues and acquaintances. It is what will build your
business and grow your membership base. Do not underestimate
the importance of club culture and hiring for cultural fit.
Leisl Klaebe is Group Exercise Coordinator at Virgin Active Norwest, where
she coordinates over 220 classes a week and a team of 70 group exercise
instructors. Leisl will facilitate Australia’s new GFM Roundtable on 7 October. For
details call 02 9484 5501.
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