As a recruiting firm, we know that one of the most important challenges for organizations is not only finding candidates with the right technical skills, but also making sure that those candidates fit the company’s culture. A good cultural fit can have a significant impact on the long-term success of a hire, which is why, in this article, we want to share some non-invasive methods for measuring this fit during the selection process.
Clarify and understand the organizational culture before assessing candidates
Before measuring cultural fit, it is essential that we, as recruiters, both companies and consultants, are clear on what we mean by “organizational culture.” Each company has its own set of values, beliefs and ways of working, and it is key to know how to define this before looking for someone who fits in. In the book The Cultural Map by Erin Meyer we find resources to delve deeper into how cultural differences can influence the way people perceive hierarchies, decision making and communication within organizations.
Meyer describes how business cultures can vary enormously, even within the same country or industry, so a one-size-fits-all approach is not enough. He discusses the importance of being aware of these nuances, something we can apply to select candidates who not only share the technical skills required, but also the values and approach we are looking for.
Non-invasive methods for assessing cultural fit
It’s important to be careful about the tools we use to measure cultural fit. We do not want candidates to feel interrogated or uncomfortable; rather, we are looking for the process to be smooth and natural. Some methods for doing this might include the following:
- Values-based interviews: ask questions that reveal how the candidate makes decisions, how they prioritize teamwork, and what type of work environments they prefer. These questions should be aligned with our company’s key values.
- Group dynamics or case studies: These are an excellent way to observe how a candidate interacts with others in a work-like environment. We can design situations that reflect real problems or scenarios in our organization and observe how candidates collaborate and handle feedback.
- The importance of cultural reading. Observing how candidates react to questions about leadership, conflict and communication provides us with data to identify whether they are more inclined toward a hierarchical or more egalitarian culture, or whether they prefer a more direct or diplomatic work style.
Assessing cultural fit without bias
It is important to remember that measuring cultural fit does not mean looking for people who think alike or have an identical profile to the current team. In fact, diversity is an asset that brings different perspectives to the company. What we want is to ensure that, regardless of their background or work style, candidates can align with the values of our organization and thrive within it.
Cultural fit should not become an excuse to avoid diversity, but rather a tool to ensure that all employees share a common foundation of respect and goals.
