Interview for "Fit"

by Susanne Aronowitz
Associate Dean of Law Career Services and Alumni Relations

Today’s interview advice comes from Mary Crane, author of 100 Things You Need to Know--Business Etiquette for Students and New Professionals, and focuses on interviewing for “fit.” While most employers will use your application materials to assess your job qualifications, they rely on the interview to determine if you are a good “fit” for their organization. While Mary’s advice is not specific to the legal profession, she offers clarity to the nebulous concept of “fit” so that you can be effective when communicating with employers.

Employers generally acknowledge that technical skills account for only 25% of any new professional’s success at work. The employees who thrive possess a series of soft skills—communication, networking, time management, teamwork—and they naturally “fit.”

“Fit” relates to how well a potential new hire syncs with the culture or the core values, behaviors and personalities that make up an organization. Where fit occurs, new hires comfortably slide into positions. They share the beliefs, attitudes and priorities that drive the organization. Frustration is minimized. Retention improves. (For more on “fit,” click and view business psychologist Natalie Baumgartner’s TED Talk.)



Many “fit” questions sound like the queries James Lipton might pose to a guest of Inside the Actors Studio: Star Wars or Star Trek? If you were a dog, what kind of dog would you be? What motivates you the most—money, power or fame? However, a blog entry posted on www.hiregy.com lists five “fit” questions that your on-campus recruiters should consider, including:

Describe your ideal work environment. What is the single most important factor that will help make you a success?

Years ago, I interviewed for a staff position on Capitol Hill. Although I was well qualified for the job, upon seeing the work environment, I knew I would be challenged to succeed. Legislative staffers frequently work in extremely cramped quarters, sometimes share desk space, and must tune out a constant cacophony of phone calls. For me to thrive, I need a quiet, undisturbed space where I can work uninterrupted. I knew our unique work environment needs would never mesh.

How do you feel about working as a member of a team? If you had complete control of your time, what percentage would you prefer to allocate to teamwork vs. solo performance?

While most jobs require employees to work solo and participate in team activities, most individuals have a preference for one form of work over the other. Hiring someone who likes and needs to interact with other people and placing him or her in a position where opportunities to interact are limited ensures frustration and disappointment.

What management style brings out your best performance?

You have likely observed a variety of management styles at work, including paternalistic, authoritarian, collaborative, agile, etc. While each style can succeed, much depends on the receptiveness of workers to a manager’s particular style. For example, an authoritarian manager is unlikely to sync well with a junior employee who prefers a collaborative management style. Elicit information that helps match job candidates with existing management styles.

When working on a team, what role do you typically play?

Many of us have roles that we play through the entirety of our lives: leader; implementer; compiler of data; pleaser. Ascertain a job candidate’s preferred role as well as his or her ability to discern others' wants and needs.

When working on a team, what relationship do you prefer to develop with other team members?

Some organizations place a high level of importance on the interpersonal connections employees develop and maintain. Others expect employees to come to work, do a job, and go home. The job candidate who seeks a clear separation between their professional and personal lives is unlikely to feel comfortable in a work atmosphere in which employees are expected to work and play together.

Job candidates should keep in mind that there is no right or wrong answer to a cultural fit question. However, to the extent students do the following, they can help ensure “fit” with a prospective employer:

Long before you head to an interview, go on-line and research prospective employers to discern their values. Incorporate references to specific values in your answers to interview questions.

Prepare questions that elicit information regarding an employer’s ability to sync with your own core values and needs. If you genuinely value time-off on weekends to spend with family and friends, a high-pressure position on Wall Street may not be a good fit.

Ask questions that help you understand how people work together within the organization. If you are a collaborative team builder and the prospective employer only rewards individual performance, you may wish to look for a better fit.