If we take a look through the history of the recruitment process, there hasn’t been much of a change-up until very recently. The curriculums we view list candidates’ education, work experience, additional skills. A space might be reserved for ‘other interests’, where the recruiter gets a glimpse of things not related to skills.

Interviews follow a similar structure. Questions revolve around knowledge of services and products. An interviewer may choose to discuss the candidate’s educational and qualifications to see if they tie in with the company’s expectations.

Even when you look at the modern technology we’re starting to use, Artificial Intelligence for candidate screening, the software is aimed at narrowing down the potential candidates based on their qualifications.

So why does the concept of ‘cultural fit’ have so much importance when companies still focus on qualifications and skill? First, we need to appreciate what cultural fit actually is.

What is cultural fit?

An organisational culture is a set of values, beliefs, and work ethics that are commonly shared among the staff. It takes into consideration the manner in which people get the job done and how people communicate with each other. Some companies will consider innovation and diversity. In short, it’s very much related to personality rather than skills.

It’s extremely important because the culture in your working environment will have an impact on working relationships, team projects, and ultimately business productivity.

For and against screening for cultural fit

A major part of our day is spent in our working environment so it makes sense to screen candidates for the right cultural fit. It’s a smart way to ensure your new recruits get on well with the existing team members. We don’t need an expert to explain the benefits of happy employees.

Many also strongly believe that skills can be taught, whereas values are embedded in one’s personality and are not going to change with time.

On the other hand, others are against screening for cultural fit because it actually reduces the diversity of the office. Imagine if everybody on your team worked individually, believed in working 9 to 5, and was wary about taking risks. Life would be rather dull. Not only this, but some feel that cultural fit is a subconscious way of managers hiring only those candidates that they personally like.

Advantages of a good cultural fit

When a candidate fits in with the culture of the office, they bring a sense of positivity with them. This can be rather refreshing if you haven’t added a team member for a while.

And if a candidate fits in with the office culture there is a greater possibility of them remaining for the long-term. This allows your team to stay together for longer, pleasing your clients who will be more satisfied with the continuity of service.

Happy employees and happy clients lead to more outcomes, increased profits and the ability to grow.

When candidates don’t fit culturally

Quite literally, when candidates don’t fit culturally, the opposite of the above occurs. Your team can be negative, productivity may be limited, and clients will be more inclined to look elsewhere. A bad cultural fit can also lead to a poor business reputation or employer brand. Unhappy recruits will move on and, in the process, leave undesirable feedback about your company on social media.

Ensuring the right cultural fit

The first step is to understand your organisational culture. Outline the company’s values, goals, and standards. At this point, remember that it is your firm’s culture and not your personal attitudes that need to prevail. While your beliefs are important, it’s necessary to gain insights into the opinions of your employees. If it’s already not clear to you, it might be worth conducting a survey so you can gain a clearer understanding of your own company’s culture.

While considering your company’s culture, it is a good idea to evaluate your client’s values and expectations regarding work ethic. By doing so, you will ensure that new hires will work well with team members and clients.

To determine whether your candidate is a good fit, dedicate proper time in the interview and ask specific questions, such as the following:

  • Are you more comfortable working alone or in a group?
  • What motivates you in the workplace?
  • How would you describe your work style?
  • What is your preferred leadership style?

When asking cultural fit questions, try to leave the scope for answers as open as possible so you don’t steer the answers. This will enable candidates to give you more insight.

Whilst certain skills can be taught and developed, it wouldn’t be wise to hire someone who is too far from being properly qualified even if they match your firm’s culture. You need to look out for qualified candidates who have that spark of enthusiasm and determination to succeed, and who will complement your current team.

At the end of the day, it’s all about balance.

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