Hannah, an HR generalist, reviews the new hires she made in the past months.
A very few fit in the organization’s culture; rest don’t feel their role challenging enough. Even some of the hires have decided that the role or the company isn’t what they wanted.
On a much deeper evaluation, Hannah finds out where did she go wrong. While interviewing, her main focus resided on the ‘hobbies & interests’ section in the resume, after checking grades and qualification.
According to her, hobbies are something that makes one stand out from the crowd. Interests, on the other hand, connects you to the inner self.
But is it everything a recruiter needs to make hiring decisions regarding a culturally fit candidate?
Come. Let’s go through every aspect of a culturally fit hire. Also, get proper insights on how to measure and make correct decisions.
What is Culture Fit?
One of my college friends applied to this multinational company. Well, I am not biased or a great fan of him but believe you me, he was gold medalist throughout the year in his domain. With a lot many innovative projects and certifications which was however clear through his resume, he was more than confident of getting selected into that company.
Unfortunately, he didn’t.
“You can do the work efficiently, no doubts. But I’m sorry, you cannot fit into our culture.”, was the response he managed to come out with.
What exactly did he lack?
There are endless factors that get involved in assessing a candidate- from work history to job skills, their behavior and personality, and that’s only the tip of the iceberg.
Being functionally fit is all about the applicant’s hard aptitudes- the candidate’s alma mater, grades, certifications, core capabilities, and experience. To be precise, these kinds of data typically emerges out through the candidate’s resume/CV or curriculum vitae or can be affirmed decently through normal assessments.
On the other hand comes Cultural fit, which is more about soft skills and personal goals. It deals with how a candidate fits in with the way of life, the culture of an organization: the qualities, languages, and values that exist inside a company’s culture.
A recruiter needs candidates whose qualities, convictions, outlook, and behavior fit in with the organizational culture.
Not so clear?
Let’s take two simple instances.
Firstly, an employee who functions admirably in a group should perform well in an organization that stresses teamwork and cooperation.
On the other hand, an employee who likes to be instructed will battle in a company that focuses on staff empowerment and individual responsibility.
Interestingly, in a few organizations, cultural fit is important to the point that human resource people may prescribe employing a candidate who is a decent fit, however, does not have a portion of the vital hardcore abilities required for a specific job role.
The possibility that skills can be focused on, trained and developed over time has aided companies to start investigating and discovering the hidden innovative hiring territories. The reason behind is the benefits, discussed in the next section.
How Important is to Hire for Culture Fit?
Either it’s definitively characterized, sustained and shielded from the origin of the organization; or it comes to accomplishment randomly as an aggregate sum of beliefs, experiences, and practices of those involved.
Whatsoever, an organization has a culture.
Honestly, the extent to which a candidate is a decent culture fit inside an organization is the vital factor for the company’s probability for success.
For some companies, hiring for fit is speedily winding up more vital than hiring for skills.
Here are some of the benefits of hiring candidates who are culturally fit for the business.
Hiring a good fit contributes much to the growth trajectory of the organization. On the other hand, hiring those that don’t work well with the current or expected organization prompts poor work quality, diminished job satisfaction, and a conceivably destructive environment.
And you know how much does a bad hire cost! More than 30% of the employee’s first-year earnings, as per the U.S. Department of Labor.
This leads to the need to measure the right fit for your company through a validated and structured form of assessments.
How Psychometrics Help You Assess for Culture Fit?
Allow me to demonstrate this through an instance.
There’s this friend of mine, possessing the capacity to make hiring decisions for his organization. So, he simply found the right candidate for the job; shrewd, an incredible resume and too much excited to commence. Everything was going well until two months down the line. His performance started touching the surface which was up in the sky a few days back, execution numbers in freefall. Coming late in the morning and leaving early and showing disinterest towards the work.
Two weeks down, my friend who was at a prestigious position and worried about the company chose to have a talk. Turns out although he likes the work, payscale being fair enough, he does not feel right in the company and that led to a significant downfall in the company’s targets.
Culture fit is an idea that can be a bit difficult to characterize, yet everybody knows when it is missing. Imagine a company where all the C-heads believe in open office plans and group work promotes progress, but where employees are self-observers and introvert.
A candidate ought to be hired in light of how they would have a constructive outcome on the team they work in. Plus, how they, at last, be valuable for the company without conflicting with other staff members and at that time maintaining the conduct.
Hope, this might have grabbed your attention to the need to gauge such areas in a new hire.
Here is how.
Incorporate into your hiring process, the conduction of Psychometric Assessments. It is a part of the selection process through which an organization can look for candidates who share the same values and culture of their company.
Mettl provides psychometric assessments which endeavors to quantify the aptitude and personality of applicants by inspiring candidates to answer a progression of questions, usually under some type of time weight.
The contention for psychometric testing is that it diminishes the danger of recruiting, for it uncovers more about a candidate’s character than generally a standard interview does without the cost of time.
After all, recruiters have to hire candidates who truly think about the people they work with and for and enlist the individuals who appear to work each day just to gather a paycheck.
One of the world’s leading quality assurance company in footwear used Mettl’s platform to hire the best and most ethical team of professionals when they knew their recruitment strategy needed an overhaul. Fortunately, they observed that their cultural fit and Mettl’s assessment made at least 95% match more often than not.
How Can A Tool Suffice The Need?
What if I say, we have a tool which can streamline your recruitment process; an effective and stringent hire with a quick turnaround.
Mettl Personality Profiler is an assessment tool that can be utilized to gauge a person’s probability to act and behave in a specific way on key job-related competencies. It focuses on the person’s strengths and growth opportunities and helps in understanding what practices a candidate is probably going to take part in because of inclinations and preferences.
Interestingly, it can be used in combination with other tools to give a more comprehensive understanding of the candidate’s pre-auras, basic skills and additionally behavioral appearances in the working environment.
Based on the Five Factor Model, the personality traits have appeared to foresee the essential job-related results such as job performance, work execution, a person’s potential for burnout, their ability to be trained and ensuring job satisfaction.
In a study, group analysis demonstrated an unmistakable contrast of European and American culture with that of Asian and American ones. The former was higher in extraversion and openness to experience and rated lower in agreeableness. Observed contrasts between cultures might be the aftereffect of differences in genes or highlights of culture or other factors.
Mettl scientists went beyond the already established model of “Big Five” personality factors and developed a whopping 26 scales or narrower-facets like constructs, constituting the building block of our assessments.
Our in-house experts found a solution and added those items (questions) in the assessments which had common answers in all other geographies; avoiding the differences. MPP is a global tool, spread across several geographies.
It’s a common situation when job demand exceeds the supply of the jobs. This could be due to certain reason, be it unawareness of the job activities, or limited scope of a particular role in a geography, or any other such reasons.
This leads to counterfeit, which is not so difficult. People, then tend to fake tests by making others appear for the tests or however managing to get the question ideas beforehand. As a result, the idea of honest tests deteriorates.
No need to worry.
Our standardized assessments possess questions that are very much far from faking after all a candidate’s goals and behavior can only be answered by himself. This way, we prompt resistance to fake.
There are no good or bad scores, just more or less appropriate to what required. Our assessments aren’t what we call “either-pass-or-fail” type; there are no right answers, nor are there any wrong ones.
Since the results are solely based on one’s own behavior, the accuracy of the results depends directly on integrity and self-consciousness while in the process of test. You will get a complete analysis of competencies with low-moderate-high categorization.
A report, in itself, shall be a complete encyclopedia of the candidate, his behavior, personality and attitude towards different aspects.
For more clarification, you can have a look at the sample report.
Another tool, Mettl Personality Inventory (MPI) can also prove a blow to the existing hiring strategies. It is an innovative, proof-based assessment, that measures pertinent personality attributes required for basic work. It aids organizations in predicting behavioral skills, which in turn, prompt company’s results of interest. It enables the recruiters to access objective information about the test taker, which is vital in impacting his/her conduct at work.
Asking candidates questions related to personal issues, like age, citizenship status, well-being, family history or ethnic foundation is never reasonable when it comes to cultural fit.
Recruiters should speak to every hopeful candidate the same way as the sales team does with every potential customer. Each and every candidate that you source and assess is a potential employee. Moreover, each applicant ought to be tackled in a different way.
Let me put it another way, cultural fitment should become one of the main reason for candidates to be rejected, for all a company wants is a dedicated employee who fits into the culture perfectly.
And now that you have come across up to this point, you have gathered in several important factors that need to be assessed in a new hire.
As far as a better hire is concerned, we have already provided you with the best tools.
Hope you use it wisely.
Topics: Cultural Fitment