An organization's culture creates a highly recognizable identity that attracts both customers and candidates and, of course, helps those who are already part of the organization to stay longer. In short, corporate culture is another way to differentiate yourself from the competition, to retain and attract talent, and it also creates loyalty and captures those customers who identify with it. That's why the term we're going to talk about this time is so important.
What is Culture Fit?
Also known as cultural fit, it is the degree to which a person fits into an organization. This fit is based on the alignment of values, behaviors, and how they interact to shape your organization's culture. Although the term, by definition, focuses on fitting into an organization's culture, the concept is often used in the candidate selection process.
The concept emerged in the 1980s as an alternative hiring method to address the problem of hiring people based solely on their experience and skills, without considering whether they fit the organization's culture. By finding people who share the same values as the company, there is a higher probability that they will be a better fit for the team.
Differences between Culture Fit and Culture Add
Unlike Culture Fit, which looks for people who fit into a specific culture, Culture Add looks for people who bring something different to the company, with the main goal being diversity in the team.
Culture Add is a hiring method that looks for what a person can bring culturally to the organization, thus reinforcing the goals of Diversity, Equity and Inclusion DEI in organizations while creating innovative teams.
Why make a selection based on Culture Fit?
While it is very important to consider hard and soft skills when hiring someone, interpersonal skills are also a fundamental factor. A person who does not believe in your company's values could quickly become demotivated or even a threat to a positive work environment.
Benefits of Culture Fit
Reduces turnover rate
Having people with the same expectations and values helps reduce turnover because people want to stay longer. Reducing this rate also means reducing recruitment and onboarding costs.
In addition, the longer employees stay with a company, the more likely it is to build a stronger culture.
Collaboration and Productivity
A negative work environment is one of the leading causes of talent turnover and reduced productivity. However, a good atmosphere with a good cultural fit increases bonds and collaboration among team members, leading to higher productivity and better results. People who enjoy their work put more effort into their tasks!
The best advertising
What company doesn't like free publicity? When an employee feels at home in their organization, they are more likely to embody and promote the company's core values to friends, family, and other colleagues. This not only contributes to the company's reputation, but also helps attract new talent.
How to assess your organization's culture fit
The goal of assessing culture fit is to predict as accurately as possible how a person will work in an organization and to reduce conflict so that teams function better.
At Hrider, we have a library of models so that if you don't want to create your own assessment model, you can use one of the models created by our human resources and talent management experts. Here is a model to assess culture fit in your organization! Our AI reads, contextualizes, and analyzes natural language to provide you with a profile of each person being assessed.
Get the Culture Fit Template