From the Ask Tom mailbag –
Many companies are using recruiters or screeners or consultants for the pre-interview. How does that process differ mainly from how questions are asked and answered? I gave notice, am leaving my current company, and I found it easier to be less formal with the consultant. The consultant may get a better sense of the company they are representing and whether I would fit in the new culture or not.
What does it say about a company when an outsider can better identify, communicate and assess culture fit, than someone inside the company?
Every company has a culture and they have the culture they deserve.
This is a problem of introspection, documentation and rituals.
Most companies do not spend time thinking about behaviors connected to what they believe. This introspective process is mostly absent. Events occur, behaviors happen and we seldom look back. Every behavior and our response to that behavior sets a precedent.
Even if we think we understand behaviors we want (behaviors we tolerate), we seldom write them down. If we do not document behaviors we tolerate, we cannot continually make them visible to the company, to ourselves.
If we do not document behaviors we tolerate, we can never institutionalize them into customs and rituals. If we do not document safe behaviors (culture of safety), we cannot continually review those behaviors in a morning safety meeting (ritual).
So, yes, what does it say about a company when an outsider can better identify, communicate and assess culture fit, than someone inside the company?