Many organizations and recruiters spend a great deal of time assessing skills and experience to find prospective hires. As important as these criteria are, an equally if not more important part of the hiring equation is cultural fit. According to Roland Smith at the Center for Creative Leadership, “With the economy showing signs of recovery, many organizations are speeding up hiring decisions for key roles that stood vacant throughout the recession. For hiring managers, the pressure is on to make their choices count.”
A good cultural fit leads to higher productivity and longevity. Many studies have uncovered that lack of employee fit (based on attitudes, work habits, values, etc.) is one of the main reasons for new-hire failure and employee turnover. Conversely, innovation and bottom-line productivity depend on having a workforce that is aligned with the corporate culture and values of the organization.
To better appreciate the role of culture fit in uncovering the best quality candidates, let’s look at the broader concept of fit and the reasons why culture fit is important in today’s business environment. Fit is typically defined in two distinct ways:
The bottom line is that cultural fit matters. Research shows that individuals selected on the basis of culture fit will contribute faster, perform better and stay longer. Isn’t that what all employers want?