Employment planning and selection of employees who share common organizational culture are critical for the right circulation of people within an organization. Mentioned above is that a strong culture boosts employee commitment, and reduces staff turnover and dissatisfaction. In the context of this article, the cultural fit will be discussed and recommendations as to how a hiring manager can figure out potential candidates that would be a good match for their corporation or organization in general will be made.
What is Cultural Fit?
Cultural fit is the level at which an employee can easily work and fit in organizations’ organizational culture, and Standards upheld in organizations. It is well stated that whenever an employee follows organizational culture of a particular company, then he has the tendency to show more level of interest and commitment regarding the work. As a result, efficiency and productivity in delivery of tasks is increased, as well as a better balance in the working and non working life.
Why It Is Important to Hire Based on Cultural Fit
In its turn, the use of cultural hiring has several benefits for any organization. Working together and support the company, it helps to form that welfare culture in the workplace, where people can express themselves. It also has a positive impact on the employee issue and consequently on the turnover issue, such as increasing costs of the turnover. Besides, likely to be obtained from the study, employees who have similar values and beliefs are more likely to have higher levels of job satisfaction and organizational commitment.
This part talks about some of the cultural fit aspects that needs to be taken into consideration.
1. Core Values
It always important for an employee to fit in the cultural values of the organization with which he/she is working for. Public sector organizations must emphasize core values, which pull together organizational purpose, vision and give real direction and focus, as a framework for the management of the organization, which should permeate throughout it. Colleagues’ personal values should match the company’s values to succeed in the implementation of their plans and projects.
2. Work Ethic
Another aspect of cultural fit is a candidate’s productivity and willingness to work to perform his/her job. Hardworking individuals who want to achieve organizational set objectives will most probably fit well with others in the organization. Check people out who fit the bill in terms of being responsible, dedicated and accountable employees.
3. Communication Style
There is a need to understand that communication plays a very important role in developing a healthy organizational climate. Major on applicants who meet business like standards in communication, listen to others and do not have bias. Writing and speaking style also should correspond to the Company’s requirements, for example, casual or business-like, to the point or veiled.
4. Adaptability
This is the valid reason why most business organizations must embrace change as they constantly adapt to the changing environment. Learn about the potential for a candidate to embrace change and how ready he/she is to face change either in the organization, at his/her workplace or within the broader society. It helps employers to look for people who should be able to adapt effectively to change and handle pressure Constable and Bommer (2015).
5. Teamwork
However, hiring for fit also depends on finding people who reside harmoniously in the organization’s structure, especially on a specific team. Evaluate a candidate’s communicational and interpersonal attributes and their performance working with others. When recruiting staff for this specialized department, search for the people with good interpersonal skills, great empathy, and a good rapport with others in their team.
6. Leadership Qualities
It also emerged that leadership qualities meet partial inventory of a candidate’s cultural appropriateness in organizations. Assess for quantity and quality of work output for an assignment, initiative, or project, and suitability of the candidate to self motivate and, when applicable, motivate others and facilitate teamwork. Critical thinking, decision making ability and risk taking attitudinal characteristics may be examples of leadership attributes.
7. Company Mission and Vision
It will also be easier to notice that candidates who are interested in your company’s mission and vision will have higher drive levels towards the work they are doing. Assess the match between a candidate and your firm based on its mission and vision by questioning the candidate’s twenty years career aspirations and how the person may impact your business.
Methods for Finding Cultural Compatibility
1. Behavioral Interviews
The specifically effective for behavioural interview because it lets decide whether the candidate has particular behaviour in the past and it likely he/she will have the same behaviour in the future. We also discovered that employers can inquire general or inquiring questions that demand the candidate’s experiences and reasons.
2. Company Culture Assessment
Ensure that you have a document or a survey with the company’s culture and values and expectations. Share this information with other parties and ask them to self-assess how well they feel they would fair in your organization. This will enable you to know how much they comprehend the attitude and the reception of your company’s culture and policies.
3. Personality Assessments
The personality tests can yield such relevant data about the candidate’s personality, assets, and liabilities. These assessments will be beneficial to employers because they can tell who is likely to fit in the work environment of your company best. That said, choose an assessment instrument appropriate for use in the workplace, which of course should be duly recognized.
Conclusion
The process of hiring people based on the cultural values they possess important for the formation of an effective organizational environment. Thus, concentrating on the peculiarities of cultural fit mentioned in this article, employers can determine necessary candidates and their possible efficiency in the company. Recall, that all techniques described above should be applied while comparing potential candidates and making the final hiring decision.
