A survey by Cubiks found:
If that last stat wasn’t strange enough — how can you reject someone for cultural fit if you’re not measuring cultural fit? — let’s put the rest of these numbers into stranger context: despite all of this high awareness of cultural fit and its importance, only 54% say their company has a clear definition of its culture. Clearly, many companies have a lot of work to do.
So What Is Your Culture?
There’s only one possible starting point to finding the right cultural fit for your company: clearly defining your company culture. It’s as simple, and as complex, as that.
Who are you as a company? Define your core values and missions and work to make these as transparent as possible. Use every aspect of your office environment and personnel training to reflect that culture, and then leverage your social media accounts and web presence to broadcast it to candidates. You can’t afford to be wishy-washy.
Hiring Managers Should Live Your Culture
The most crucial aspect of new cultural recruitment strategies is your hiring managers. They are missionaries for your culture, and they need to embody it. Everything down to the wording on the job description should indicate who you are as an organization.
They must to be trained in what to look for in a candidate. For this, take your company’s core values and relate them into actions you want all employees to follow. These actions will be indicators of an employee’s cultural fit.
Cubiks found that 78% of companies said job fit is easier to develop than cultural fit. Employees don’t need to check all the skill boxes. For that, there’s always training.
Cultural Fit Isn’t Found on a Resume
There isn’t a one-size-fits-all approach to building a recruiting strategy that finds employees that will fit. But a resume will never give you the full picture.
Once the potential candidate is sitting in front of a company representative, there are two crucial areas of questioning: behavior-based and personal. Both can be evaluated by a trained interviewer or a standard company questionnaire.
Behavior-based questions inform recruiters about an employee’s cultural alignment with their company:
Many companies complement these behavior-based questions with personal questions to get a look into who they are as a person and if they’ll fit in the company:
Cultural fit isn’t an easy thing to measure, but with clearly defined recruitment strategies, you’re already way ahead of the game.