Cultural fit is one of the most important factors to consider when recruiting. While you can train someone who doesn’t have the right skill set you can’t do anything to alter someone’s personality.
Everyone is different, people have different interests and different ways of looking at the world, the key is to find the right balance of people who can work well as a team at the same time as utilising their individual differences in a way that will be of a benefit your company.
We spend a third of our lives at work. In today’s society especially with our digital access to social media, job boards and blogs, people have a greater understanding of what is out there and therefore they are more willing to move around to find their ideal role. For some people, that might mean finding the perfect work life balance, the opportunity to career progress, to gain new skills and experience or simply a greater earning potential. Finding people who are all working towards the same goals is where the assessment of the cultural fit begins. For Example, someone who prioritises work life balance may not gel so well with a team that prioritises earning more money.
There has been a plethora of studies conducted on the fit between personality, the organisation and the employee’s self-assessment of competence. What they have found is that those in jobs that matched their personality said they felt more competent. In other words, positive cultural fit can improve our self-esteem and make us feel more capable of completing our work to a higher standard. A good cultural fit is thought to have many more positive outcomes too. A 2005 meta-analysis by Kristof-Brown, reported that employees who fit well with their organisation, co-workers, and supervisor:
Had greater job satisfaction
Identified more with their company
Were more likely to remain with their organization
Were more committed
Showed superior job performance
So how do you to assess cultural fit…?
There are many articles, opinions and studies about how best to ascertain whether or not someone will be a good cultural fit for your company. We have found that the following 4 questions below are some of the best ones to ask a potential new hire:
What does your ideal work day look like? Everyone has a different ideal work day and different people work better under different circumstances. Some people prefer to work in silence while some prefer to work with music. Some people like to start and finish early, while others would prefer to work into the night. Finding out what an individual’s ideal is before you hire them is of the utmost importance as that individual may want something that your company is in no position to offer.
Why do you want to work here? This will give you a good idea of which aspects in particular they like about your company and will also demonstrate the areas in which they would potentially be best suited to. It will also demonstrate how much research they have done about the company and the role.
What are your values? Do you think they are in line with our company’s values? This will allow you to make sure they have a good understanding of your company’s values and make them justify how they will fit in with yours.
What motivates you? There is no right or wrong answer to this question, it is more about finding out whether or not they will fit in with your current ethos and practices or if you would need to make changes to accommodate them.
Topics: Candidate Resources, Employment