We all know cultural fit is an important factor when hiring for your startup or expansion-stage company. Being a fit culturally is important for hiring or joining any organization. Watch this short video to learn more about how to determine cultural fit during the interview process.
Since it’s clear we need to screen candidates not only for their valued skills, but their cultural fit within the company, I think it’s important to determine exactly what “culture fit” means.
When hiring managers or recruiters discuss a candidate fitting into the culture, they are specifically referring to corporate culture. According to dictionary.com, corporate culture is defined as the philosophy, values, behavior, dress codes, etc., that together constitute the unique style and policies of a company.
For example, perhaps employees at your company typically work early mornings but leave right around 5pm. Maybe many of them have a unique drive that can’t quite be explained and are constantly challenging each other. Individuals who are being interviewed and would rather not work in this type of environment, regardless of the job, most likely will not be happy.
It is important to note that cultural fit is not how people like to spend their free time, what types of movies they enjoy, or which genre of music they prefer. After coming across this article for Recruiter.com, it seems like the author is confusing a candidate’s post work activities with how they would fit in with a company’s corporate culture.
When screening candidates for cultural fit, you shouldn’t determine a candidate is wrong for a company simply because they don’t own golf clubs, or aren’t interested in various other recreational activities.
The article does make a good point that personal preferences should not cloud the interview/screening process. At the end of the day, your company needs someone who will fit well on the team based on his or her qualifications, and who will be able to do the job while appreciating and enjoying the company.
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