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Zaheera Soomar shares a post that explains why you should take a proactive approach to examining the culture before you buy into the organization.

I came across a few Linked in posts about candidate experiences and organizations requests in recruitment. I read through the comments to see how others felt and it didn’t leave me feeling comfortable.

I tried to reflect and dig deep about why I’m feeling uncomfortable. I reflected on my past experiences in both joining organizations but also in hiring individuals to join. I reflected on a fairly recent experience with an organization that I joined and then decided to move on from because of culture fit.

This is where I got to with my reflections:

When organizations hire, majority of organizations assess for culture fit. This has become increasingly important over the years where its not just about the skills set but about alignment with values, culture and principles.

But.. its a two way alignment. Candidates should equally assess the fit from their end and be courageous enough to do it. At the end of the day… accountability should work both ways right? I think many individuals do – but not as we should. I reflected back on the experience I mentioned above and remembered having doubts/questions in my mind about culture fit. I didn’t do enough when signing up… even though I attempted to do more once in. But it wasn’t enough. It didn’t make a difference. As I think back and reflect on how I could have managed this better, I think I would have done the following and share it as suggestions to others:

Be yourself as authentically as you can be through the process and not what you think the organization expects you to be. Embrace your uniqueness and diversity especially if you are a minority candidate. These qualities should be valued and not rejected. We need to move away from hiring to fit the herd. And it starts with each of us valuing ourselves and not diminishing what we bring to the table in our unique way.

2. Make your requirements heard and be very clear about it and why its important to you. (fine print: I’m not suggesting to ask for things that are not appropriate for the role/firm/yourself). Dont diminish your needs especially if you know it will leave you feeling unsettled and looking for something else soon after.

3. Ask for the culture survey feedback over the past 2 periods. Look at how other employees are feeling in the organization. Check out the trends. Assess their strengths and weaknesses as they do yours – transparency works both ways. The organization is as much being interviewed by you as you are by them. In my case, I should have asked done more on this and paid particular attention to the DEI stats and culture, given my ethnicity, race and gender background. This is important to me – feeling included, respected, trusted. It is a big component of my level of engagement, commitment and value in an organization – and I didn’t prioritise it when I decided to join. I should have! As its the very reason I walked away.

4. Make a deliberate decision about whether that organization is the right place for you.. for your well being.. for your growth. Put yourself (and your family) first. Don’t let the organization be the only decision maker at the table.

Key points include:

• The value of authenticity
• Stating requirements
• Assessing strengths and weaknesses

Read the full article, Don’t let the organization be the only decision maker at the table., on LinkedIn.