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Recruiting Strategies: Finding a Cultural Fit

The criteria for determining who is right for the job are getting harder to assess. Simply put, hiring mistakes are becoming more expensive to fix, which is why CEOs and executive recruiters are now placing much more emphasis on interpersonal skills and the fit between the candidate and the organization's culture. Bill Gates admonished his recruiters for settling for second best or a near-fit instead of holding out for the perfect candidate. He recognized that the less-than-ideal employee is hard to dismiss, creating a much bigger problem in the long run. Gates insisted on a continuing vacancy rather than a mediocre hire.

Evidence suggests that the definition of "perfect fit" is being expanded beyond the range of attributes listed on one's resume. Recruiters should be focusing on "soft characteristics" which are identified as how likely the person is to fit into the corporate culture. It is essential to determine the key behaviors needed to realize the future goals of the organization and identify whether the candidate embodies those behaviors. For example, caregivers in a hospice organization must themselves strive to be compassionate and caring, in order for the patient and caregivers to experience these characteristics that the company promotes. This can be a tricky task as someone either holds the core values or does not.

Recruiters must help candidates understand the company vision while attempting to determine if there is a fit. For those new employees who do not hold the core values of the company, eventual parting of ways is likely, as over the long-haul, it is detrimental for the employee and the company to maintain the association. In some cases, it will be a tough decision, because the candidate might technically be a near-perfect match, but yet be lacking the critical soft skills needed to perform most effectively.

So keep in mind your company's culture when interviewing and strive to find that perfect fit. It will be best for both you and the candidate if you can find a good match all-around, and not just on paper.

Source: Hiring Smart for Competitive Advantage by the Harvard Business School Press.