The Win-Win of Hiring Through ‘Cultural Fit’

By Natalie Pike,
March 23, 2015

This is a guest blog by Rachel Fullerton from The Good Jobs

A new term has been swimming around the talent environment of 2015: ‘Cultural fit’. Finding perfect connections between employer and talented people is no longer driven by checking boxes and matching technical skills with open positions. Skills and experience are important factors in the hiring process, but shouldn’t be the only criteria that gets a candidate hired. Most companies don’t talk about their culture until AFTER the hiring process. What happens if one week later you realize that the person who was hired simply didn’t fit your culture? 

This is why cultural fit is so important.

Did you know?

To put it simple…

Better Cultural fit = Engaged Employees = Profitability + Productivity

So what do you do about it now?

1. Be transparent about your culture. 

At The Good Jobs, our main goal is to connect good people with good jobs. Transparency is the Kool-Aid we drink at our office, and we’re helping employers all over quantify their cultures and showcase the wonderful things they do for their employees. Transparency is key when you’re looking to attract the best people to your organization. Think of it this way: If you aren’t talking about or showing off the amazing things that your organization does (inside and outside of the office), then how would any talented job seeker know HOW much they would LOVE to work for you? Talented people WANT you to talk about your organization. The more they know, the more confident and driven to apply for an open position.

2. Hire the person, not just their skills.

CEO of Zappos, Tony Hsieh, says that while considering hiring a candidate, he would ask himself:

‘Is this someone I would choose to hang out with or grab a drink withÉ.if we weren’t in business together? If the answer is no, then we wouldn’t hire them.’

Some employers might believe that ‘work is work’ and that employees don’t need to be engaged to get their work done. But, the proof is in the pudding. Engaged employees are happier, more productive, and overall can do great things for your bottom line. So don’t just hire an individual by what their skill set looks like, but consider them as a person who has the potential to fit perfectly with your organization.

In the end, cultural-fit is good for you AND your employees. With that Win-Win outcome, it’s time to consider culture.

Rachel Fullerton is the Marketing Intern at The Good Jobs, a turnkey employment branding solution for attracting and retaining top talent who fit your company culture.

Hiring for cultural-fit is the first step when looking to build an award-winning team. See what else you should consider by reading our free eBook!

About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

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