What is and what is the importance of cultural fit

In selection and recruitment processes, some aspects must be taken into account, such as technical profile, posture, flexibility and a cultural and behavioral profile. In this sense, cultural fit is classified as the intertwining between the contractor and the contracting company. Within these characteristics, factors such as better insertion, growth and professional engagement with the organization are evaluated.

The result of poor culture fit due to turnover can cost an organization between 50-60% of the person’s annual salary, according to the Society for Human Resource Management (SHRM).

However, it is important to emphasize that these are not about people who are familiar with the way of thinking and their worldviews with the company, it is not the case. The values and attributes that make up an organizational culture can and should be reflected in a richly diverse workforce. The purpose of the evaluation is simply to trace the candidate’s alignment of thoughts to enhance talent, deliveries and good day-to-day relationships.

Organizational culture is the puzzle and its collaborators are the very necessary pieces that make it up, that is, the combination of all the employees of a company results in its culture. However, to assemble it, we need to ensure the fit between them. Therefore, the need for cultural fit.

“Cultural fit is the likelihood that someone will reflect and/or be able to adapt to the core beliefs, attitudes, and behaviors that make up your organization.” Harvard Business Review.

A 2005 analysis revealed that employees who fit well with their organization, coworkers, and supervisor had greater job satisfaction, were more likely to remain with their organization, and showed superior job performance.

Harvard Business Review has put together a list of questions that can be supported during an interview:

  • What type of culture do you thrive in? (Does the response reflect your organizational culture?)
  • What values are you drawn to and what’s your ideal workplace?
  • Why do you want to work here?
  • How would you describe our culture based on what you’ve seen? Is this something that works for you?
  • What best practices would you bring with you from another organization? Do you see yourself being able to implement these best practices in our environment?
  • Tell me about a time when you worked with/for an organization where you felt you were not a strong culture fit. Why was it a bad fit?

Importance of Cultural Fit

When establishing a connection with a person, we are automatically immersed in a feeling of satisfaction and the same happens in the relationship of a candidate and his company. The identification between the employee and the company is precisely the driving force behind the elaboration of projects and new expectations around the work environment. The result, in the future, may be that of an employee who, in addition to presenting an income above average, also acts in a more intelligent, tactical way, making decisions that benefit not only his own career, but the company.

A person’s values are very important and intrinsic to him, as well as his personality, are issues that are hardly changed. In this sense, a person who does not identify with an organization’s values may end up leaving the company early or working with less incentive than desired.

Hiring professionals who fit the company results in:

  • Greater engagement and productivity;
  • Lower turnover rate;
  • Greater talent retention.

Accuracy in hiring

Using the cultural fit increases the chances of having a professional in your team that matches the job vacancy proposal, and can also contribute with vital experiences for the entire team and that adapts to the company’s broadcasts without major problems.

In this way, it is possible to assemble a mature and cohesive team, in addition to favoring a positive organizational climate. Hiring with precision also generates long-term benefits: the company’s DNA is getting stronger and stronger, which guarantees the institution’s opportunity to stand out from the competition and build a coherent and successful history.

Increased performance and productivity

When a professional identifies with the organization’s values, he “wears the shirt” and feels proud to be part of the team. This satisfaction increases productivity, as the employee is motivated to give his all in his activities. Imagine the benefits of having an entire team with these characteristics.

When your employee’s beliefs are in line with that of your company, he is more likely to be committed to it, delivering greater results. This level of involvement is fundamental to the success of the business.

A team that works together with the company’s core values is aligned with the same goals. Professional and personal differences are much easier to resolve in teams where employees are committed to similar values.

Worrying about cultural fit makes it possible to assemble high-performance teams that deliver results outside the curve. When developing relevant projects for the market, everyone wins, since there is mutual growth of the company and professionals.

Employee retention

It is important that employees feel connected at the workplace. Therefore, the greater the satisfaction and identification with the company’s practices, the greater the time they will remain in the organization. This drastically reduces turnover, which contributes to the maturity of the teams (in addition to reducing absences and delays) and reduces expenses with recruitment and selection, generating talent retention.