Culture Fit, according to organizational psychologyist Adrian Furnham  “…is where there is congruence between the norms and values of the organisation and those of the person.”(The Psychology of Behaviour at Work,P.116)

Sounds simple enough. Then why is it such a hit and miss for recruiters and applicants alike? Culture fit 2

Recruiting by culture fit can be very hard to do, a couple of interviews do not generally give you enough insight. For applicants, it is harder to decide until they have worked in the organisation for a couple of months. This explains the high attrition rates for a lot of companies.

A good culture fit has tangible and quantifiable effect on the individual and the organisation. Your productivity, emotional well being, involvement and positive attitude at work translates to better ROI for the company. Most companies lose anywhere from 50-60% of an employee’s income because of bad culture fit that leads to decreased performance.

Here are a couple of tips for both recruiters and applicants when you are looking for your perfect match.

For recruiters:

First off, define what is the culture fit for your organisation. You can do that by clearly articulating the company’s values, norms and behaviours critical to your business. You can use the help of your colleagues to do this or hire a consultant to help you define your ideal fit.
Now that you have a definition, ensure it is clearly stated in all your recruiting tools. This plays as important a role as someone’s hard skills (qualifications, experience, etc) so do list it under your requirements. Depending on the job role and your company, you could state “customer centric, entrepreneurial, creative, independent” and others as a requirement.

When you or anyone else is interviewing someone, keep your culture fit definition in mind. This will make the hiring process easier. Go beyond the regular interview questiculture fitons and dig deep to find out more about the person. A lot of organisations use personality tests like Myer’s Briggs to learn about the applicant, these are effective to a certain degree, so avoid basing your decisions solely on them.

Age, ethnicity, marital status, sexual preference, etc do not come under the umbrella of culture fit. And hiring based on these personal factors would be considered discrimination.

For applicants:

We spend one third of our lives working, asking for it be a place you enjoy and working with people you get a long with isn’t too much to ask. There are a few things you can do to find out about the culture of a company. Dig around on the internet, use their website, social media, Glassdoor and other sites to get a feel of what the organisation is like.  See if they mention workplace culture at all and how they present the team.

Feel free toculture fit ask direct questions about the organisation’s culture at the interview. Get answers to how an employee’s performance is measured and if they have any rewards or recognition for high performing individuals. Get an insight into the team you will be working with and what the heads of the department are like. Don’t dwell too much on the benefits, perks and frills, those are great but think of them as a value add.

Do not accept an offer until you have thoroughly researched a company and the team. It is important that you feel at ease from day one. So, take the time to make sure your first day rocks. You don’t want to be out on the streets looking for a new job again in a few months.

Remembering these tips should make both hiring and applying for work a breeze. If you are looking for a job with awesome perks or looking for a job in Bangalore, we’ve got you covered, just sign up and get applying.


Relina D'Silva

The author Relina D'Silva