The people are the most significant assets of any company. They can both make or break their organisation.

This human aspect establishes that the process of hiring goes beyond just filling in the open positions. As recruiters, one must also acknowledge bringing in talents who can collectively commit to the business and warrant culture fit. 

Failure to achieve this would result in a high churn rate, adding significantly to the overall hiring cost. Definitely, not a desirable outcome for the business. 

Hence it's imperative to recognise and accept the interdependence between people and culture in the whole recruitment process. 

Formulating the Hiring Process

Usually, hiring processes are unique for every company. It is much subject to the size, industry and operational details of the organisation. 

However, the success of the process depends on a pre-defined structure with a consistent workflow to help recruiters identify solid points and bottlenecks. 

Once the staffing needs are identified and a legitimate recruitment strategy gets drawn, it is about tactics and refining the system. This includes operational items like:

• Creating and job posts
• Integrating recruitment software and tools
• Optimising channel placement of job ads
• Reviewing received applications from interested candidates
• Screening and conducting interviews
• Final assessment from a pool of viable candidates
• Background checks and validations
• Coordinating internally with hiring managers and management to reach conclusive hiring decisions
• Onboarding candidates
• Studying reports and analytics to improve operations

Connecting Culture and Fit 

The recruiters navigate the process with internal stakeholders and external interested parties for a successful closure. The above then form more than mere steps to be followed.

Whatever the process, it is ultimately a lot of people to people interactions. And recruiters form the core of it all. 

This multiway interaction transpires into the first exposure towards a company's culture - a consortium of values, goals, and practices of the organisation, often instilled by the founders and the top management. 

As recruiters, however, one has considerable power moulding this.

The recruitment team can affirm culture fit as you constantly recruit or even bring someone who can develop the organisational culture through their unique individuality. 

Importance of Culture Fit

Cultural fit is the probability that someone will adapt to the core beliefs, attitudes, and behaviours that make up the organisation. 

Harvard Business Review study revealed that an employee with greater culture fit, has higher career satisfaction, better performance, and is longevity more likely to work longer years.

However, it is not an easy feat, even though it brings in powerful and undeniable ROI. 

Improve to Foster Culture Fit

Culture fit and diversity - A delicate balance  

As a recruiter, one indeed wants people to have the corresponding mindset and bearing as much as possible. Nevertheless, it doesn't mean that it can't come from people of diverse walks of life.

The company can have a cohesive culture fit, developing a highly assorted workforce by simply recognising the people and their minor characters when recruiting. 

The fine point here is to find the delicate balance between knowing if an individual can match the business brand and if the individual can subscribe to the current company culture.

Once this is determined, the company workforce becomes a melting pot of all sorts of people joining forces harmoniously and happily towards one common business goal.

Culture fit assessment

The following inquiries help in mandating a culture fit evaluation, post potential applicant identification:

• What type of culture does the candidate see themself working with?
• What company values the candidate believes are necessary?
• Why does the candidate want to work for the company vs its closest competitor?
• Scope an alignment of culture and interest fit to the best candidate's knowledge based on the interactions during the recruitment process.
• Examples of misaligned culture fit instances as faced by the candidate during their professional career?

People and the culture that get ported through individuals are as crucial as filling open positions. The hiring process must understand the correlation between these two and apply it to your operations to achieve milestones after milestones successfully.

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