When it comes to technical services in the built form and infrastructure sectors, finding the right people isn’t just about checking off technical skills. It’s about finding candidates who can truly mesh with your team and thrive in a collaborative environment.
In high-stakes projects, like those in infrastructure and the built form, you need team members who not only bring their expertise but also share the values and work ethic that keep projects on track and make your team stronger.
Let’s dive into why cultural fit matters, how you can assess it when hiring, and some practical tips for keeping team culture strong as you grow.
Why Cultural Fit Matters in Collaborative Projects
In technical services, projects often involve a lot of moving parts and tight deadlines. Having the right cultural fit in your team can make or break a project’s success. Here’s why:
Smooth Communication: Team members who share similar values and work styles communicate more naturally and efficiently. This cuts down on misunderstandings and helps everyone stay on the same page.
Stronger Morale: When everyone feels like they’re part of a team that “gets” them, morale stays high. People are more willing to go the extra mile, bring fresh ideas, and tackle problems together.
Loyalty and Retention: Employees who feel they belong are more likely to stick around. And in technical services, where knowledge and continuity are invaluable, keeping experienced team members is a huge win.
Better Project Outcomes: Cohesive teams are more agile and responsive, tackling issues quickly and delivering quality results. Simply put, when people work well together they tend to want to stay together!
How to Find Candidates Who Are a Great Cultural Fit
Finding candidates with the right technical skills is a start, but how do you assess whether they’ll be a good cultural fit? Here are some effective techniques to keep in mind:
1. The open ended questions – “How did you….”
Start by asking candidates in the interview process how they’ve handled similar roles in the past.
Questions like, “Can you tell me about a project where you had to manage tight deadlines with a team? How did you handle it?” give candidates a chance to show their collaboration skills and work ethic.
Other questions could include:
“Describe a time when you faced a challenging team dynamic. How did you navigate it?”
“How do you balance meeting individual goals with supporting the team?”
These types of questions reveal a lot about a candidate’s approach to team collaboration and problem-solving.
2. Use Scenario-Based Questions
Presenting candidates with real-life scenarios they’re likely to encounter in your team lets you see how they think on their feet. For instance:
“Imagine a key team member misses a critical detail, and a deadline is approaching. How would you handle this?
Such questions show not only how candidates would approach a problem but also give you a feel for their communication style and teamwork approach.
3. Testing
If some technical roles, we ask clients to supply sample projects so that they can understand a candidates baseline experience. For example, a candidate may be a great BIM Modeller, but do they have the experience to deliver BIM at a senior enough level for the role? If not does the client have the necessary supports in place to adequately support the candidate in the role and help them increase their experience level at the same time?
Keeping Team Culture Strong as You Grow
Building a cohesive team takes time, but once you have it, keeping that culture strong is key, especially as new people come on board. Here are some simple but effective ways to maintain and nurture team culture:
1. Effective Onboarding and Mentorship
A great onboarding process can make new hires feel welcomed and aligned with your culture right away. Pair new hires with mentors who can show them the ropes and help them adjust. Having a “culture buddy” can make the transition easier and make new hires feel supported from day one. You will be surprised how much the small things derail the onboarding process (think laptops not ready, email address not finalised, team members not knowing the new employee was starting on that day.)
2. Regular Team-Building Activities
Team-building doesn’t have to be elaborate nor cheesy. Casual get-togethers, project retrospectives, or team lunches can make a big difference. These regular touchpoints give team members a chance to connect outside of work tasks, fostering trust and camaraderie. Keep it genuine and your team will enjoy the time together.
3. Open Feedback and Communication
Encourage a culture of open feedback where team members feel safe sharing their ideas and concerns. Regular check-ins let everyone voice what’s working and what could improve, which strengthens trust and teamwork.
4. Keep your Core Values
As your team grows, regularly emphasize the core values that brought everyone together in the first place. Make sure new hires understand and connect with these values, so they’re naturally inclined to uphold them. Regularly talking about your values helps everyone stay aligned and fosters a sense of shared purpose.
5. Encourage Internal Career Growth
Show your team you’re invested in their growth by supporting internal promotions and development opportunities. When people see room to grow within the company, they’re more likely to stay engaged and contribute to a positive, collaborative culture.
Conclusion
In technical services, building a team that works well together goes beyond just technical skills. By focusing on cultural fit, you’re setting up your team—and your projects—for long-term success. With the right people in place, you’ll find it’s easier to keep projects on track, boost team morale, and make your firm a place where people want to stay.
At EPC Consulting, we’re here to help you find candidates who not only have the skills but also align with your team’s culture and values and vice versa. Let us know how we can support you in building a cohesive team ready to tackle the most exciting projects in built form and infrastructure.