Just How Important is Cultural Fit When Hiring?

When you’re hiring, you know you need to find professionals with the right hard skills to do the job. But what about personality and soft skills? Just how important are these during the recruiting and screening process?

As one of the leading placement firms in Connecticut, Stewart Staffing knows that finding candidates who are a fit for your company’s culture should also be a priority during the hiring process. If it’s not, you could wind up with a new employee who excels at the work they’re performing, but doesn’t mesh well with the team. As a result, over time, morale and productivity will be impacted, as well as company retention.

In fact, consider this statistic from the workforce insights arm of Equifax: 40% percent of employees who left their jobs voluntarily in 2013 did so within six months of starting it. This kind of rapid turnover is often the result of a lack of cultural fit.

To ensure that doesn’t happen it your company, it’s vitally important to focus on technical skills, as well as cultural fit, during the recruiting and hiring process. Here are some tips to help you do that:

Define your culture first.

Before you begin interviewing candidates, identify those key traits, values, goals, and mission and vision that make up your workplace culture. Think about other details, such as the leadership style within the organization, as well as the employees and how they interact. Identify workplace practices and norms that distinguish your company. With these details in place, you’ll know what to look for when recruiting.

Ask the right questions.

Once you’ve defined your culture, it’s important to ask questions that enable you to assess a candidate’s fit for it. To do so, develop a list of questions ahead of time and make sure you ask each candidate the same ones so you can easily compare answers. Some examples include:

  • What are some traits of the best manager you ever had?
  • Tell me about the kind of work environment and culture you’re most successful in?
  • Do you like to work alone or as part of a group?
  • How would your co-workers describe your work habits and contributions to the team?
  • What do you expect from senior leaders at your place of employment?

Market your culture.

You should be assessing candidates for cultural fit. But you should also be giving them the information they need to evaluate your culture for themselves. This way, if they don’t think they’re the right fit, they can self select out of the hiring process. So talk about workplace culture early and often through your job postings, phone screens and interviews.

Do you need help hiring for technical and cultural fit?

Call in the team at Stewart Staffing. As one of the leading placement firms in Connecticut, we help area employers solve their toughest hiring challenges, find the right-fit talent, make better hiring decisions, and become more profitable.

Ready to learn more? Contact Stewart Staffing today.

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