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Cultural fit is the degree to which a person generally fits into—or is expected to fit into—an organization.
Despite the fact that the term's definition has a strong emphasis on blending in, the idea is frequently used in a wider range of situations. In other words, cultural fit encompasses all aspects of a company's culture, values, behaviors, and even internal work processes.
In the end, determining a candidate's cultural fit is intended to make the most accurate prediction of the candidate's behavior within the organization.
Companies used to judge an applicant for a position based on their skills and practical experience. In addition to reviewing the applicant's resume and cover letter, they would assess the candidate's hard and soft abilities during the interview.
This kind of evaluation placed a lot of emphasis on how well the candidate appeared to meet the job description on paper. However, this did not consider how a person may actually work within the organization. As a result, a candidate can be chosen solely on the basis of their professional experience, only to discover later that their personality and values run against those of the team.
In order to address this issue, cultural fit arose as an alternative employment strategy in the 1980s. In essence, the premise behind a cultural fit evaluation is that fewer conflict results in better-performing teams. It is more likely that a person will fit into the organization better if they are found to have similar values to the company and working preferences.
Determining the cultural fit inside a firm
Defining the company culture and putting it into the employer brand is the first step in evaluating cultural fit. Meaning that prospective new workers will already be familiar with the corporate culture before applying for the post because the firm's culture is more clearly expressed in the way the organization displays itself outside.
This enables applicants to determine whether they think they would be a suitable cultural fit on their own. They won't even bother to apply for the job if they believe their beliefs conflict with those of the organization.
The organization must first define what it genuinely means to fit into its culture in order to accomplish this. Finding the right personnel and talents to grow with the firm is just as important as figuring out what the corporate culture will look like.
Once this is decided, the business should make sure that both the job description for the position and the career page of their corporate website effectively reflect the values and culture of the organization.
During the interview process, evaluate the culture fit.
A corporation can examine and judge a candidate's cultural fit during the interview process in addition to communicating cultural values through external communications.
This is achieved by using specialized interview questions about cultural fit to gauge a candidate's potential for teamwork.
Examples of interview questions about cultural fit
The evaluation of cultural fit has drawn criticism despite the fact that it is still frequently utilized by businesses. Homogeneity is encouraged by looking for people who are comparable to the current team and staff of an organization. As a result, this form of candidate evaluation may result in the exclusion of candidates who are otherwise qualified.
Because of this, even if unintentionally, a business fails to encourage diversity, equity, and inclusion (DEI) among its employees.
Non-promotion of DEI at your company may even negatively impact your employer branding. This is unfair to candidates who are different from the usual on your team. After all, today's talent, particularly the younger generation, deliberately searches for organizations with diverse teams that welcome everyone.
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