Finding a Fit

I often coach clients regarding their hiring needs as many are concerned about how a candidate will fit in to their organization. We talk about resumes, we discuss potential interview questions, I review job descriptions and on occasion I meet candidates. Throughout this process I continue to talk about finding the right fit. It is not always about skill but more frequently about culture. For example, if your organization has a culture that operates in a way where if people get their work done, it doesn’t matter when you show up and you hire someone who wants to know that everyone will be at their desks by 7:45 in the morning, it probably is not the right fit for the culture (I am simplifying here to make my point).

The challenge, in this economy especially, is that we get starry-eyed when that “perfect on paper” candidate appears. We look at their education, and past work experience, and think, “What a coup to get someone like this!” I promise this would end up being a case of square peg, round hole that would end in no one being happy.

To find the right people, companies need to take a couple of steps back and ask themselves more of the right questions.

• How would you describe your company’s culture?

Key elements of culture can be found in:

· Leadership

· Relationships

· Employee engagement

· Communication

· Values alignment

· Change management

• What are the unique attitudinal characteristics that set your company apart from everybody else?
  

• Who succeeds and who fails in your culture?

Once you are able to answer these questions honestly, you can go back and determine what questions to ask and what to look for in potential candidates.

By paying attention to fit, organizations can create an employment strategy that will attract and retain the right employees.