Selecting people to work efficiently, besides considering Technical Fit, should also consider compatibility with culture, or Cultural Fit. This doesn't mean personality or qualifications must be exactly like the supervisor to be suitable. Because Cultural Fit isn't something fixed, it depends more on the environment and values of that organization. For example, people who want to work at Google must have a heart ready to openly listen to feedback from others and be ready to accept change.
Because whenever we accept people who lack Cultural Fit, we immediately feel something is "not right." Imagine an employee who wants to constantly learn new things but ends up working at a company where work isn't challenging and there's no budget for self-development. Or like the Company itself, which likes a fun party atmosphere during break time and always celebrates small successes together, but hires someone who is serious all the time and has no interpersonal relationships with others. You can imagine what the work atmosphere would be like when employees and organization don't fit together. Therefore, today the Company brings tips for finding employees with Cultural Fit for other companies who interested!
Why Cultural Fit is Important
Because most employees value corporate culture. According to a Glassdoor survey, 77% of respondents consider corporate culture before deciding to apply, and as many as 73% say they won't apply for that position until they find a company that holds the same values. These numbers show that it's not just companies who look at whether applicants fit the organization, because applicants themselves also look at whether there's an organization that fits them too.
Tips for Selecting People for the Organization to Have Cultural Fit
Emphasize Corporate Culture in Various Media
Many people might think accepting people first then letting them absorb and adapt to corporate culture later is fine. But did you know that actually we can integrate corporate culture even before calling applicants for interviews?
Whether posting articles on the company website so people interested in applying understand what the company's vision is, what organization values or which groups of people it values, or instead of just specifying necessary skills or work experience in job postings, also specify other qualifications connected to corporate culture, such as "We're looking for people who never stop learning and always develop themselves to be better."
Train Employees Involved in Interviews
Employees involved in the interview process should have deep knowledge about their own corporate culture. And if even better, they must demonstrate qualities that match what the company presents. Like Ngern Tid Lor PLC itself has a Cultural Fit Interview Guideline course that trains supervisor-level employees to understand all 7 values clearly, visualizing what applicants who demonstrate all 7 values should be like as guidelines for interviewing people applying to the Company. Because we want people who will work with us to have DNA of all 7 values in themselves, for good, fun, and friendly work atmosphere in delivering opportunities to customers and society. So, if people who come to interview don't have these qualifications, no matter how skilled or capable they are, they might not fit. Because we believe that when people with the same values work together, it creates a good work atmosphere and reaches success easier and more sustainably.
Ask and Answer About Corporate Values
In interviews, after asking questions that measure skills and abilities, don't forget to add questions related to personality traits or other aspects to see if the applicant will fit our company. You might start with questions related to their identity and interests first. For example:
- Tell me more about yourself. What do you usually do at home on weekends?
- What do you think is your best strength?
- What do you think is your worst weakness?
- Why do you want to work here?
- What kind of team would you most like to work with?
- How familiar are you with our company's values? How do you feel, or do you especially like any one?
- How do you think the position you're applying for helps the company achieve its set goals?
- What would you do if you encounter difficult ethical business decisions?
Asking these questions will help us know what the applicant's work motivation and drive are, and help us imagine whether if we hire them they can work with the team, fit with our corporate culture, and feel which person is most suitable.
Check in Periodically
When you've selected who you think is most suitable, the supervisor's job doesn't end there. You should have 1-on-1 conversations after they've been working for 2-3 weeks or about 1 month, to see together whether they're doing work as expected, comfortable with working here, and if there's anything they think can be improved compared to previous work experiences.
Summary
If we value corporate culture and use these strategies before, during, and after selecting new teammates, we guarantee you'll be happy with your teammates. Work will be more efficient. Plus, you won't have to interview for new people often. Because these people will stay with the company for a long time for sure!
If you want to learn more about corporate culture and the way Ngern Tid Lor PLC has actually done it, join TIDLOR Culture Wow to exchange ideas about values and corporate culture!
Interested, contact 02-792-1990 or fill out the form here to wait for a callback from Culture Gangster
Source:
https://inside.6q.io/how-to-hire-employees-for-cultural-fit/
https://www.businessnewsdaily.com/6866-hiring-for-company-culture.html
https://www.4cornerresources.com/blog/why-cultural-fit-is-important-for-your-hiring-strategy/
https://techsauce.co/tech-and-biz/google-what-the-secret-to-the-world-most-joyful-place-to-work-at