Finding a Candidate to Fit Your Organizational Culture
Finding a candidate that fits a company’s culture is just as important as finding someone with the qualifications to ‘get the job done’ and may be the key to your hiring success. Making a cultural fit is about matching an individual’s personality, work style, and work ethic with the values and work environment of an organization. When vetting candidates, assessing a candidate’s skills is equally important in determining if the person will work well with the diverse personalities on the team and navigate successfully throughout the organization. According to a study released by the American Sociological Review, cultural factors can play a greater role in the hiring process than skills and background.
Before the interviews start, consider how the company’s application and hiring process could help screen candidates for a cultural fit. Ask the following questions to help find a candidate who is the right fit:
1.) What are the company’s hiring guidelines, interview process, employment testing, etc.? Does each step reflect the company’s culture? One option is to consider conducting personality assessment tests on candidates to determine if someone is a cultural fit on paper. There are a number of tools available such as the Predictive Index (PI®) System, Myers-Briggs Type Indicator® or CPI 260 Assessment.
2.) Does the career page of the website reflect the work environment? When candidates visit that Web page they should be able to gather information about the work culture and what makes the company unique. Consider placing images of employees at work on this page or create a recruiting video for potential employees.
3.) What processes are followed by others in the industry, or even by competitors? It is likely that a candidate interviewing with one company has or will interview with the competitor. Most human resources or hiring managers want their companies to stand out from the competition—as such; company culture should be reflected throughout the hiring process.
4.) What do the current employees think about the hiring process? Collect all feedback through surveys, etc. and develop recommendations for improvement.
5.) Where are the applicants coming from – referrals, job boards, social media? Review which sources yield the best candidates and hiring successes long term. If referrals prove to be the best source, ensure that there is a program that encourages them, and communicate it to employees…repeatedly.