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Business Growth: Recruiting for Cultural Fit [Infographic]

August 23, 2017 By Chris Thompson 6 Comments

How do you decide who will be the best fit for your business? Do you place more weight on experience, qualifications, or cultural fit?

Business Growth Recruiting for Cultural Fit

As a rapidly growing business, you will need to invest time and money into finding the right person to fulfill newly created job roles. When your inbox fills up with job applications and CVs, it can be overwhelming trying to find “The One.”

Bringing the right people into your business is the biggest challenge any organisation faces, according to Guv Jassal, Director of Washington Frank, an international technology recruiting company.

Making the right decision is even more crucial when you are a small business owner or a startup. Individual employees can have a huge impact on your business.

Table of Contents

  • Why Focus on Cultural Fit?
    • Personality and Values
    • Technical Skills
  • Don’t Build a Team in Your Image
  • How Should You Assess Cultural Fit?
      • Chris Thompson
      • Latest posts by Chris Thompson (see all)

Why Focus on Cultural Fit?

Some businesses will only consider candidates who exactly match their criteria and allow them to tick every box. Others will look past the facts and focus on the individual.

When comparing experience, qualifications, and cultural fit, Jassal argues that the latter should be the biggest factor in your recruitment decisions. The reason why is that no two people are the same.

Personality and Values

We all differ in personality, attitudes, and values. These individual differences don’t only apply to recreation, but come into play at work too.

An understanding of individual personalities is crucial to maximising employee happiness and productivity at work. Click To TweetYou will also see the results in your company’s bottom line. A candidate with a strong cultural fit is more likely to work well with other successful employees. He or she will continue to build skills within your company and will stay on long-term.

Technical Skills

In terms of technical skills, the industry you are recruiting for will play a crucial role in what weight you can give to cultural fit.

For example, some roles in the medical or science fields will obviously need specific qualifications and experience. Thinking about the role you are recruiting for, can you teach a lot of the technical elements on the job?

If so, it is definitely worth looking deeper into the candidate’s cultural fit and passion for a role. People can’t fake pride and enthusiasm for their work.

This Forbes article suggests that poor cultural fit is to blame for as much as 89% of hiring failures. If you bring people into your team who don’t fit within your culture, chances are they won’t match well with your work environment.

They will be more likely to leave your company for another opportunity that matches their own values. It is expensive, in terms of both time and money, to recruit new staff, so a high staff turnover rate is definitely something you want to avoid.

Don’t Build a Team in Your Image

Companies can stagnate if they recruit a team, or even an entire workforce, full of people who look and behave like their managers.

Man with puzzle face

You need to be aware of workplace diversity. Think about what new skills and approaches candidates can bring into the organisation. How can they keep it moving forward in the right direction?

Don’t make hiring decisions based on who you would choose as friends. Don’t consider whether they enjoy your favorite candy or sports team. Rather, choose someone who shares the company’s vision, values, and passions.

How Should You Assess Cultural Fit?

During the recruitment process, you need to look closely at whether a candidate is going to be a good cultural fit, as well as whether they have the right skills to do the job. Do they have transferable skills? Will they be able to grow and learn with the company?

An interview is a perfect opportunity to get to know the person behind the qualifications. It is true that a candidate’s CV can shed some light on his or her cultural fit.

But the interview is your chance to ask questions that give you a deeper understanding of candidates. They allow you to determine whether applicants would be a good match for the role and the organisation.

You could ask about:

  • Environments they thrive in
  • Their ideal work day
  • What teamwork means to them
  • Hobbies that aren’t on their resumés
  • Their passions

The main quality to look for in the recruitment process is whether someone is truly passionate about the role and the company.

Jassal believes this characteristic is the greatest indicator of future success. It ultimately benefits everyone involved:

Recruiting candidates really is a two way process that should benefit both the candidate and the company hiring.

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Chris Thompson

Chris Thompson is a technology and lifestyle writer from Sunderland, UK. He specialises in time management and finding practical solutions for businesses to streamline their operations.

Latest posts by Chris Thompson (see all)

  • Business Growth: Recruiting for Cultural Fit [Infographic] - August 23, 2017
  • What to Think About When Going Freelance in Tech - August 13, 2017
  • 4 Ways To Take Advantage of the Tech Takeover - July 26, 2017
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Filed Under: Small Business Advice Tagged With: company culture, cultural fit, Growth, Recruitment

Comments

  1. Sabio says

    March 3, 2020 at 9:04 pm

    Thank you for sharing this information. From now on, I will choose the most qualified employee and check the background.
    Sabio would love you to read ..Mayor Tim Keller Announces JTA Program at Sabio SystemsMy Profile

    Reply
  2. Addy Brown says

    April 10, 2018 at 12:36 pm

    Hi..
    Your post is really helpful.
    Will definitely keep in mind all the things before hiring new person.
    Thank You!!

    Reply
  3. Lucas Smith says

    September 17, 2017 at 10:56 pm

    But in this age of competitiveness, especially since markets are no longer confined in their home country, giant companies would rather look for a hybrid version of an employee. Someone who has the technical skills and knowledge to keep up with the processes and with the proper emotional quotient to work harmoniously in that environment. So, in a way, an employee who has a good cultural fit alone, will never make it past the interview stage.

    Just my two cents though,
    Lucas

    Reply
  4. McKenzie says

    September 7, 2017 at 11:58 am

    You definitely recognize that the individual you are trying to hire is sometimes more important than than fitting the exact needs and skills at the time. To create a great culture you need diverse employees who all strive towards the same goals to create a great moral within the workplace.

    Reply
  5. John says

    August 30, 2017 at 9:39 am

    I agree that hiring for cultural fit is critical to creating a great company. You want people that can be given freedom to act and that will act in ways that fit with others to benefit the organization. As you say it is important to hire for different skills and attributes but within those factors making sure they will fit and thrive in your organization is important.
    John would love you to read ..New International Banking Solution for Small Business and Digital NomadsMy Profile

    Reply
  6. ucavik says

    August 24, 2017 at 3:38 am

    Hi Chris,

    Very informative read! It always is whenever I visit your blog. You are right about looking for a client to fit in with the culture of your company along with the requisite hard skills but to make that happen even businesses must clearly define their mission, objectives and their HR policies clearly so that a new employee can also evaluate the company it is going to join and then go in with lots of passion and energy.

    But yes finding a perfect fit is never easy, this is the reason lots of businesses rely on reputed recruiting companies to make this easier for them.
    ucavik would love you to read ..Common Window Problems in Your HomeMy Profile

    Reply

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