By Michael Boothman
Poor hiring decisions can be extremely costly for your company, in terms of business interruption, lower employee morale, wasted recruiting and training resources, and more. You may realize that an individual is not a good fit, or a new employee may choose to leave if the job doesn’t match their expectations. In both circumstances, many of these separations are due to the fact that the hired individuals did not fit the company culture and were therefore lacked productivity, creativity and/or morale.
Importance of a ‘Good Fit’
Finding employees who are a good fit for the organization produces the following benefits:
- Improved employee retention.
- Enhanced employee performance because most individuals at the company share similar values and aspirations. When people share a common purpose and similar attitude, it can encourage people to perform better.
- Improved alignment from the top to the bottom and employees may view leadership more positively.
Screening to Find a ‘Cultural Fit’
Developing a screening process that integrates prescreening based on your company culture can be accomplished with the following steps.Ask employees at various levels of the organization how they see your company culture. Then, identify the similarities that arise among individuals – motivations, values, core competencies, etc.
- When you can identify what makes the organization successful, you will know what to look for during the selection process. This technique is also beneficial in avoiding hiring discrimination allegations because “culture” is more defined and concrete, which can help you better justify hiring decisions.
Create a brand to describe your organization to potential employees.
- Depict your culture accurately so that candidates can filter themselves in or out based on how you describe the company. If they do not see themselves fitting into your culture, they may not even apply.
Companies looking to hire individuals that fit with their culture must first identify and understand it. For instance, if your organization recognizes personal achievements and awards individuals for a job well done, then a team-oriented employee might not be the best fit. But if your company values the total team performance versus the contributions of just one individual, then someone looking for personal recognition might not be as satisfied working for your company. Ultimately, if the fit is not right between the company and individual, then both will lose interest and the relationship will probably fail.