In job interviews, hiring managers are hearing more and more frequently from applicants that they are looking for a “cultural fit”. High salaries, responsibility and promotional opportunities are no longer the be-all-and-end-all to making a job attractive. Much more important to employees is wellbeing, enjoyment of work and the alignment of the corporate culture with their personal values. That’s why management is forced to rethink – if they haven’t already done so.
Equal partnership-based cooperations, interest in the worries and successes of employees, and solution-oriented, open cooperation are just some of the many factors that make up a good cultural fit. However, it applies both ways. The employer can also expect that applicants are culturally a “match”.
What is the cultural fit?
Cultural fit recruiting strategy - why is it the way of the future?
What does modern job advertisement look like?
How can the corporate culture be combined with the personalities of the employees?
Cultural fit as a productivity boost
Many companies now place more value on similar values than qualifications and even experience. Qualifications and references are important, some previous experience of an applicant is particularly valuable for his future work in the company – for example, in-depth industry knowledge or a successfully completed project that resembles a challenge in the company. A similar value system, however, is crucial for day-to-day operations and thus for the success of the team. There are several reasons for this:
Team members who think alike feel more human and can communicate better with one another
This improves the team dynamics and creates a motivating “sense of togetherness”
In difficult project phases, each individual feels that they are not working for themselves, but for the team as a whole
A team consists of people who have to complement each other in order to deliver a good result together. To do this, they have to get along with each other on a daily basis, be able to communicate productively and mutually call on the skills of others that they cannot contribute themselves. All of this only works if the human structure in the team is right.
A cluster of elbow mentalities is more likely to self-destruct over time than produce any result at all. If, on the other hand, the skills complement each other, are recognised and used, the team as a whole works together more efficiently. They come closer to each other and over time the “we” develops, in which everyone knows their role and its importance and is confirmed and valued by the other team members.
Is it a cultural match? This is how you recognise it in an applicant
An infographic on how to find, retain and promote talent with a cultural fit can be found on this page.
In addition, your employees can help you find new candidates. After all, they know best who fits the corporate culture. You can find out how you can incorporate employee recommendations into your recruiting mix at the Firstbird demo.