Take the free culture test for an initial picture from your perspective.
Culture fit analysis
Construction company
Collaborate
Innovate
Perform
Structure
It’s a Match!
LVWelder
Openness
Conscientiousness
Extraversion
Agreeableness
Emotional stability
Illustration: Big Five personality alongside company culture using the Competing Values Framework. The example score supports a conversation, not an automatic hiring decision.
Portal example. Profiles and figures shown are illustrative.
How it works
From instinct to match
1
Set your team's culture
A questionnaire of CVF-inspired workplace scenarios maps your perspective on team culture. One response does not automatically represent the whole team.
2
Candidates can complete a personality assessment
The Big Five assessment is optional. Not every candidate has a personality profile; you can still review a match and start a conversation without it.
3
Automatic culture-fit matching
Where the candidate and your company have completed the relevant information, culture fit adds context to a match. Use it to ask questions, not as a guarantee or a standalone hiring decision.
Why it works
Make culture part of the conversation
Culture matching is part of your vacancy
Available personality and culture information adds context to your matches, without requiring a separate assessment. Vacancy insights are included once you choose a paid plan.
Based on established models
Werkvolk uses the Competing Values Framework and Big Five as frameworks. Results support the conversation and do not replace your own assessment of a candidate.
Culture Suite for your organisation
Measure culture by team or department, with profiles, heatmaps and the gap between leaders’ and employees’ views. Check pricing for included employees and any additional charges.
In practice
Discuss working habits, not finding a copy of your team
Culturefit becomes useful when you translate it into workplace behaviour. Use the results to discuss expectations alongside experience and skills.
Does someone work independently or in a fixed team? How are decisions made and mistakes discussed? Concrete situations offer more guidance than simply saying “we are a family”.
Ask for a real example
Ask how the candidate handled a last-minute change, a safety question or feedback from a colleague. Discuss what that approach would mean in your team.
Consider what someone adds
Different working styles can complement one another. A different profile is not a reason for rejection on its own. Record the expectations essential to the role and where differences are welcome.
This is what Culture Suite shows you
A glimpse of your dashboard
This is what Culture Suite shows you
In-depth insights at every level of your organisation, including concrete tips to move from your current culture to your desired culture. Part of Culture Suite, separate from your vacancies.
Organisational culture
Huidige cultuur Gewenste cultuur
Department impact on culture
Coll.Crea.Comp.Ctrl.Respondents
Engineering32%12%22%5%47 resp.
Sales10%38%35%14%32 resp.
Operations42%6%15%40%61 resp.
Culture InsightsCurrent vs. desired
Collaborate-7pp68% / 75%
Create-18pp42% / 60%
Compete+5pp55% / 50%
Control-5pp35% / 40%
Leader-team gap analysisMedium
JV
Jan VermeerOperations Manager
14pp difference
Coll.Leader 72%, Team 58%
Crea.Leader 35%, Team 48%
Comp.Leader 60%, Team 55%
Ctrl.Leader 55%, Team 40%
LeaderTeam
Differences in culture preferences3 examples
Employee AEngineering
78%Collaborate, Compete
Employee BSales
72%Create, Control
Employee COperations
71%Compete
The science behind it
Which archetype is your company?
The Competing Values Framework describes culture through four dimensions. Werkvolk uses archetypes to help discuss the results. The profile depends on who responds and may differ between teams.
Culture test, culture measurement and OCAI, explained
Werkvolk uses its own workplace scenarios inspired by the Competing Values Framework. The questionnaire helps discuss working habits; it is not the original OCAI instrument and does not by itself establish suitability for a job.
Culture test
A short questionnaire gives an initial culture profile from your perspective. The culture test is free and optional. Involve colleagues for a broader picture; differences within a team require multiple responses.
Culture measurement
The outcome of that test, per team and per department rather than one figure for the whole company. That way you measure the culture of the crew you are actually hiring for.
OCAI
The original OCAI allocates 100 points across four statements for each of six culture aspects. Werkvolk uses its own CVF-inspired scenarios and a different questionnaire.
Where the candidate and your company have completed the relevant information, culture fit adds context to a match. Use it to ask questions, not as a guarantee or a standalone hiring decision.
The free culture test gives an initial profile from your perspective. Culture Suite supports multiple teams, departments and assessments. You do not need a vacancy to use it.
Werkvolk uses its own CVF-inspired scenarios for culture, alongside Big Five for personality. This is not the original OCAI questionnaire. Use results to discuss expectations alongside experience and skills.
Does culture matching cost extra?
Available culture-fit and personality information is part of matching. Assessments are optional and not every match includes this information. Culture Suite is the separate service for wider team and department measurement; pricing explains what your plan includes.
How many colleagues need to take part?
The dashboard shows participation progress. Include different roles and teams so you are not only seeing one group’s perspective. Interpret results in the context of who took part.
Are the answers anonymous?
Organisation results are displayed in groups. Agree in advance who can access the measurement and reports, and inform participants about the purpose and use. Handle culture data carefully, especially in small teams.
Do employees also receive a personal report?
Yes, each participant receives a personal culture report after completing the measurement: their own profile, how it fits within the company culture and what that means for them. The report becomes available once the full measurement is completed, so the comparison stays reliable.
Can I put management's culture next to the team's?
Yes. The gap analysis shows culture as the manager estimates it next to culture as the team experiences it. It is simply part of your measurement, like the per-department heatmap.
Must a candidate have the same culture preferences as my team?
No. Use the results to discuss working habits and expectations. A different style can add value. Culturefit does not replace assessing relevant experience, skills and practical conditions.
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