Discussing culture in a vacancy intake meeting

Discuss how the team works during a vacancy intake, alongside tasks and qualifications. Culture becomes useful when described through concrete situations. “They must fit in” is not a clear selection criterion.

I would ask the manager what a new colleague will actually notice in their first weeks. That helps explain expectations without judging similarity to the existing team.

Four intake questions

• Which decisions can someone make independently, and which need discussion?
• What happens when a colleague reports a mistake or safety risk?
• How is work allocated when the schedule changes?
• How does a new colleague receive help and feedback?

Ask for a recent example with each answer. Note where employees may experience things differently from their manager.

Translate answers into the advert

For example: “At the start of the shift, you discuss priorities with the shift lead. When a fault occurs, you report what you observe and agree who investigates further.” Use this only if it reflects actual working arrangements.

Separate necessary technical knowledge from working practices that can be discussed. A different background or communication style is not, by itself, a reason to exclude someone. A culture score cannot replace assessment of relevant skills.

Use the intake after hiring too

Bring expectations into onboarding and ask whether daily practice matches them. Read about culture fit and employee retention.

To compare several team perspectives, Culture Suite works without a vacancy. For vacancy publication and Werkvolk’s role, see the employer page. You retain responsibility for selection and hiring.