I have written and spoken many times on the need to ensure candidates fit your firm’s culture. I believe that I am currently surrounded by a very strong team with a self-healing culture. By “self-healing” I mean that that the firm’s culture is strong and resilient. When a new member is brought in to the team, the culture will adapt, but only so far. If the new member is disruptive then the culture will reject the disruption.
However, of paramount importance is to ensure we do not put this to the test too many times or the culture might change irreparably. When interviewing, I look for cultural fit and I look for leadership qualities. I try to assess:
Understanding – The level of understanding of what is important to an organisation and why.
Vision – The capacity to plan and set personal goals aimed at achieving the firm’s vision.
Collaboration – The ability to connect with a diverse range of individuals, a willingness to coach others and a desire to cross boundaries.
Self-Improvement – The desire to learn and apply that knowledge.
Influence – The ability to influence others to adopt the preferred course of action.
What qualities do you look for?