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April 25, 2018
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June 25, 2018

Culture fit, or job fit? You need both.

When recruiting for a new position, it’s essential to find someone who clicks with your company as a whole and not just the interviewer.

But, we’re all human, and, of course, we look for people who are likeable and have the right skill sets. However, it’s just as important to find someone who is the right cultural fit for your organisation.

What is cultural fit?

The culture of your organisation is defined by its characteristics and beliefs. Therefore, it’s important for the attitude and behaviour of your employees to reflect those values.

When an employee is a good cultural fit, they’ll work well with your existing teams as they’ll have the same mindset. If they’re not, they can cause disruption and cost you considerable time and money.

Robert Walters, a specialist professional recruitment consultancy, recently conducted a survey of over 1,000 professionals and hiring managers across the UK and found the following:

  • 90% of employers say it’s very important to find candidates who are a good cultural fit.
  • 73% of professionals have left a job because of poor cultural fit.
  • 82% of professionals have worked for an organisation where they disliked the company culture.

Who shapes your company culture?

Finding staff who are a good cultural fit doesn’t mean you should be looking for people who are identical to your existing employees.

Your culture is made up of the different experiences of all of your staff. And you should aim for diversity and seek out professionals from varied backgrounds – but the one thing they should have in common is that they share the same values as your organisation.

Your senior managers play a vital role in defining your company culture as they’re prominent in decision-making and shaping the strategic direction of your business. They should encourage employees to invest in the workplace culture. Then together you and your staff can work towards defining a clear set of values that can be used to promote best practices – ones that can be developed and reviewed as your business evolves and grows.

Use the right recruiting methods

To ascertain a good cultural fit, you could ask a candidate in an interview how they’d approach different work situations. You could also ask them to describe the kind of working environment in which they’re most productive.

If a person prefers to work alone, they’re not going to be the best fit for a company that prides itself on team work. However, they may thrive in an organisation that requires them to be self-motivated and not rely on input from others.

Try asking questions such as:

  • What motivates you to succeed?
  • What type of working environment do you enjoy?
  • What would your ideal working day look like?

The replies you receive should give you a good indication of how this candidate will fit in with your organisation’s day-to-day working environment.

Improve your staff performance

Today’s businesses are increasingly considering cultural fit in their recruitment processes as a way to achieve a high level of performance from their staff.

While qualifications and experience will be dominant factors in deciding which candidates to interview, an emphasis on cultural fit should be introduced during the interview process. The best cultural fit can then be used as a deciding factor if you’re in a scenario where you have two candidates with similar experience and qualifications.

To find out more about how to assess your staff for their cultural compatibility, click here to view our services:

Sources:

https://www.robertwalters.com/content/dam/robert-walters/country/united-kingdom/files/whitepapers/Robert-Walters-Cultural-Fit-Whitepaper.pdf

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