Hiring candidates based solely on knowledge and experience is a recipe for high turnover and
unnecessary recruitment expenses. Although an individual may possess the required expertise to do the job, their personality or work style may be in conflict with the existing organizational norms. Erika Anderson reports in Forbes that approximately 90 percent of hiring failures are a result of a candidate not assimilating into a new corporate culture.
A company can eliminate the risk of a bad hire and maximize the likelihood that a new employee will fit successfully into the corporate environment by screening for pre-identified traits. For example, if your office is open-plan with daily collaboration, an individual who prefers to work independently in a quiet atmosphere might not be the best fit.
- Take an objective view of your organization and identify what type of personality would enjoy working within the existing parameters. The culture is not going to change quickly, so an honest analysis is crucial. Include team members and other managers to obtain as broad a perspective as possible.
- Prepare interview questions that allow the interviewers to glean some idea of the candidate’s preferred work styles. Behavioral interview questions reveal the past behavior of a candidate, which can be an accurate predictor of future behavior. Have the candidate interact with as many staff members as possible and ask them their opinions. An individual may act quite differently outside of the interview room.
- Consider the candidate’s expectations in terms of career development and short-term job functions. If they do not align with the realistic job situation, let the candidate know. Both the employee and the employer should be honest with each other so that there are no disappointments later. If a candidate is over-qualified, no one will benefit.
Cultural fit does not mean organizational homogeneity. Diversity brings innovation and a wider skillset to a company. The Bridgespan Group recommends treating each position separately, and each role will tolerate a different type of personality. Seek the feedback of the staff members who work in similar roles to determine their opinions before writing the job description.
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