The Importance of Cultural Fit in the Hiring Process


Studies have shown the fact that one of major reasons for employee turnover, loss of talent or new hire failure is due to the negligence of the employee fit based on work habits, attitudes and advance to management. Recruiting is not just about writing, finding or job descriptions candidates and satisfying seats in your company. It’s really about searching talent that has the skills, knowledge, and abilities that is KSAs that your company requires and finding talent that’s a good fit within your organization. Sometimes we’re so focused on finding candidates with the right KSAs, we forget about cultural fit.

An companys culture potrays, attitudes, the psychology, beliefs, experiences, values (both cultural and personal) of an organization. Both Organizations both non proft and profit each have their own exclusive attract andf culture and retain certain kind of people.

Before any organisation hires, it is significant that they interview for cultural fit.

However, looking for educational fit doesn’t mean appointing clones. In real, research shows that miscellaneous teams actually act better than the one that are minded ones. It’s important to be able to know a sturdy fit for your organization, even when a employees ideas and personality may be far dissimilar from your own

Is the applicant more comfortable in the passion and excitement of a start-up or a more grown-up company with an recognized brand name and customer base?

Is the applicant one that can work more with negligible supervision or, do they require to work in an office with different employees?

Does the applicant need to work daily business hours or are they flexible working in a environment where business work for 24X7?

Incase you are thinking to hire a new employee make sure that you completly understand the fundamentals of your company culture so that you can measure candidates that will fit into your exclusive environment.

Judging the right cultural fit


It is a fact that cultural fit is vital but make sure you really know what it is before knowing candidates. It’s simple to mistake cultural fit for individual biases may be because you will not mind being trapped in an airport with a applicant doesn’t really mean he or she is great fit for your company.

A candidate’s approach should not be so troublesome that it creates gap between the employees, but you should not be afraid to hire someone whose personality conflicts with your own. If you observe that a candidate would make a significant contribution to your organization while maintaining good manners, that candidate might be a educational match.

Below are 4 different ways that helps you to know whether a candidate is a good requirement for your company or no:

Differentiate between the job and the person:Your candidate is not interviewing to be your best friend; he’s interviewing to be a great provider to your company. Never lose prospects of this at the time of the interview.
Be open to ask off-the-wall questions. As long as you don’t ask prohibited questions during the interview process, it’s your prerogative to ask candidates about anything from their appreciation for soccer to their favorite foods.
Give candidates a chance to start the conversation. Each and every person have gone through interview where the interviewer has a standard 10 list of questions and treats it as a strict Q&A session between the interviewee and interviewer.

Let more than one person take the interview
It is good to have at least 2 people in the company interview each applicant. Ideally, the interviewers can organize in advance and decide which topics each will consider during the interview.