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Zaheera Soomar shares an article that explains how individuals and minorities can affect the decision-making process when seeking employment.

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 it’s not just about the skills set but about alignment with values, culture and principles.

But.. it’s 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:

Key points include:

• Acknowledging unique qualities

• Voicing requirements

• Culture survey

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