Now that you have defined your organization, Candidate Success Factors, Education, Attractions, Experience, and Personal Characteristics in the job profile, it’s time to assess each candidate holistically.
Beyond qualifications and technical expertise, the right candidate should align with your company’s values, leadership expectations, and long-term vision.
Cultural Fit Is More Than Just a Gut Feeling
Cultural fit goes beyond whether a candidate “seems nice” or “would get along” with the team.
It’s about whether they embody the principles that drive success within your organization.
You can assess this through:
Interviews (and How They Handle Them):
Are their answers rehearsed, or do they actually understand your business?
Do they ask sharp, insightful questions, or just the ones they think they should ask?
Team & Panel Interactions:
How do they adjust when talking to different stakeholders?
Do they dominate, and/or collaborate and/or listen and speak?
Live Work Simulations:
Give them a problem to solve—something close to what they’d face on the job.
Watch how they break it down, communicate their approach, and interact with others.
The Subtle Stuff:
Notice the small interactions.
Take them to lunch and see how they treat the server.
Bring them to the office and watch how they engage with people who aren’t in the hiring process.
These small moments will tell you a lot.
How They Handle Silence:
Do they rush to fill gaps in conversation, or are they comfortable thinking before they speak?
Search Profile Reflection:
Have them respond to the Search Profile.
Do they get what makes this role unique, or are they just trying to fit their experience into any job description?
Every interaction, formal or casual, is a test.
The best candidates aren’t just answering questions; they’re showing you how they operate and if they truly embody your company’s ethos.
The Myth of the Recruiter’s Gut Instinct
There’s a common belief that great recruiters have an almost psychic ability to “read” people—that within minutes, they can tell whether someone is the right fit.
The reality is that even the best hiring leaders are often wrong when they rely on instinct alone.
Humans are wired for confirmation bias—we notice things that align with our existing beliefs and overlook what contradicts them.
That’s why a confident handshake or a spot-on answer can make a candidate seem more impressive than they actually are.
Meanwhile, a reserved or nervous person might be dismissed, even if they’re the best choice.
The best hiring decisions aren’t about gut feelings; they’re about structured evaluation.
How to Actually Get Better at Reading Candidates (Without Trusting Your Gut)
Stop Evaluating Charisma Over Competency:
Someone who’s socially smooth isn’t necessarily the best for the position, and someone who is a little awkward might be a powerhouse.
Instead of focusing on personality, focus on evidence—past work, problem-solving ability, and behavioural patterns.
Use the Assessment Matrix for Every Candidate:
Instead of free-flowing impressions, score candidates using your pre-defined success criteria.
This prevents bias and ensures each person you interview is assessed consistently.
Introduce a “Red Team” in Hiring:
Assign someone to challenge your assumptions about a candidate.
If you think someone is great, have a colleague play devil’s advocate. If you’re unsure about someone, let another interviewer take a different approach.
Look at Actions, Not Just Words:
Instead of relying on their self-reported skills, watch them in action.
Live work simulations, case studies, and technical tests are far more predictive than any interview answer.
A Deliberate Approach to Assessment
Design a rigorous yet thoughtful plan that evaluates candidates from multiple angles.
Every touchpoint is an opportunity to assess compatibility—just as much for the candidate as for your team.
Utilize the Assessment Matrix from the last blog to quantify evaluations and maintain objectivity.
Next month, we’ll go beyond standard interview questions and dive into high-stakes negotiation-style questioning, real-world problem-solving exercises, and reference checks that actually tell you something useful (hint: most don’t).
Stay tuned!
Blog written by Catherine R. Bell of The Awakened Company.