CULTURAL FIT: A fit is where there is congruence between the norms and values of the organization and those of the person
Let’s face it everyone is different. Everyone has his or her own personality, values and attitudes that are carried with them into the office. As a manager it’s your job to recognize behavioural differences so you can hire employees that best fit into the culture of your organization.
What’s so important about cultural fit you ask? Employees that have a cultural fit in workplace had:
Greater job satisfaction;
Identified more with their company;
Were more likely to remain with their organization;
Were more committed;
Showed superior job performance
Now that you can see the benefits, I’m going to tell you exactly how to conduct your hiring process in a way that will ensure that your next hire fits within the culture of your organization.
STEP 1: Identify and define a list of the specific cultural traits you value in your organization.
STEP 2: Craft interview questions that target the behaviour and attitudes you’re looking for by using behavioural interview questions.
STEP 3: Create an interview question answer key to help you define how well the candidate answered the questions.
STEP 4: Lead your interviews with the organizational cultural questions, not skills questions. It’s attitudes, not skills that are important when seeking a cultural fit.
STEP 5: Take five minutes to score candidates at the end of an interview to ensure you have properly evaluated each candidate properly.
I know this seems like a lengthy process, but I can assure you that if you follow these steps, you’ll be on your way to gaining employees that culturally fit your organization. Like I said earlier, happy employees are productive employees and therefore will contribute to the organization’s success!