Your top job candidate meets all of the qualifications you’ve listed in the job posting, and then some. But are you also hiring for fit to match your corporate culture?
That question is as important as any you might have asked to gauge skills, aptitude and experience. And it’s going to be one of the most difficult to answer. More than six in 10 human resources managers surveyed by our company said they had misjudged a candidate’s fit with their company’s work environment. In the same survey, two-thirds said their company had lost an employee because he or she was not suited for the work environment.
Turnover is expensive and something firms want to avoid. The wrong person in the wrong job can also contribute to a decline in staff morale, collaboration and productivity. Whether the new hire is a toxic employee or simply a poor match for the position and team, the cost of not hiring for fit can be surprisingly high.
No part of the hiring process should be left to chance. You can take steps to ensure your preferred candidate and your organization’s corporate culture are an ideal match. Here are our recommendations for hiring for fit:
Hiring for fit through your job description
Begin by describing your corporate culture in the job description. Why? Self-selection is an effective means for thinning the applicant pool. The more complete your job description, the more likely you’ll spend valuable time assessing not only the more highly qualified candidates, but also those who believe they would be happy — and successful — in your workplace environment.
Happy workers are more engaged, loyal and invested in the work they do. They perform at a higher level — and that's good for your bottom line.
We can help you find the right candidate for your open role: