"After screening through candidates CV's and lining up which potential new hires have the skills, experience, and qualifications to do the role, next comes the tricky bit: Working out whether they are the right culture fit for the firm. Some recruiters have gone to extreme lengths to decipher whether the personality of the person they're interviewing would gel with the team and company values."
"From that one query, hiring managers can find out what a prospective new hire is most passionate about, what they've accomplished and how that reflects their strengths, as well as where their purpose and values lie. "I like this as an opening question because it allows the candidate to signal how they want to be known and remembered," Rizzo added."
After screening CVs for skills, experience, and qualifications, hiring managers must determine cultural fit. Some recruiters resort to intrusive, personal questions that can appear discriminatory. Deloitte U.S. head of talent David Rizzo recommends asking candidates to highlight one résumé bullet, accomplishment, or activity and explain why. That question reveals what matters most to the candidate, shows accomplishments and strengths, and signals purpose and values. The question also provides an opening for candidates to indicate how they want to be known and remembered, helping teams assess alignment beyond credentials.
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