Cultural Fit – Indispensable Factor in Recruitment

Why should corporates recruit people with cultural fit?

With reference to recruitment, Jack Ma – founder of Alibaba said that: “After entering Alibaba, you are forced to integrate into corporate culture and accept the company’s ideal. If employees do not integrate, internality of the company will encounter irreconcilable conflicts. Although each person has their own strengths, but business will be weaken if organization and employee do not have the same direction”

Placing the right people in the right positions will not only maximize staff’s capacity but also bring many benefits to the company. However, recruiting the right people for the right job is not enough, since businesses must choose people who are fit for working style and culture of company; which means people can comply with and adapt to organization’s core values, habits and behavioral expressions.

A new employee with company cultural fit will quickly catch up with the work, easily get acquainted and become part of the team. Moreover, they will probably become long-term sticking people of organization. On the contrary, if companies just base solely on capacity and not concern about cultural suitability to recruit, “rookie” will feel lost in an environment with too many differences. Consequently, the working efficiency will be decrease and there will be no long-term attachment.

How to find people for cultural fit?

Understanding corporate culture

Corporate culture is the values, beliefs, perceptions and thinking methods that are shared by all members of an organization and affect the way they act. That is a decisive part of business’s long-term success, which makes difference between companies. Therefore, that identifying who will be the right person for the business requires employers to understand thoroughly the culture of their business. After determining clearly and specifically corporate culture, you will have initial orientations to consider whether the candidate is suitable or not, rather than just relying on emotion.

Taking advantage of the brand

Brand helps companies have the opportunity to send the message of corporate culture to potential candidates. It makes the candidates understand whether they are suitable for organizations or not. Companies should take advantage of media channels, social networks, recruitment channels of businesses or third-party recruitment channels to convey the message of business leaders, customer opinions, … so that candidates can visualize the culture where they are heading.

Interview: ask questions directly related to the cultural values of the business

Interview is an important step to gather information about candidate’s competencies, motivation and values in relation to corporate culture. The candidates tell you their value, but the companies also need to let candidates know about culture, about what company expects from employees. In that way, businesses and candidates can find suitable common points.

Examining the competency of candidate through actual situations

After finishing the basic steps of screening CVs, interviewing, enterprises will conduct an assessment of applicant’s competencies through practical cases. For example, many companies observe candidates in sales situation or the interviewer plays a buyer role. Thereby, employers not only know the selling capacity but also consider the cultural suitability through the working style of candidates.

However, cultural fit doesn’t mean eliminating the diversity of each individual’s personality. Enterprises need to respect each personality, preference and lifestyle. The diversity will not only contribute to creating more new ways of thinking and mindsets beyond framework, but also avoid old-fashioned thinking that makes negative impacts on the corporate culture.

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