Part three of the three-part series on redefining how you hire new employees brings attention to the fit factor. While many organizations put significant focus on finding candidates with the right skills, there is more involved in an employee’s success in a position. Finding someone who fits into the business’ culture is also important, along with having a personality that integrates well into those already present in the workplace.
Here, we examine these additional factors: cultural fit and personality. To help you elevate your current hiring process, consider the following tips.
Cultural Fit
Every organization has a unique culture made up of the similar values, behaviors, beliefs and overall outlook held by those who make up the workforce. Candidates who exhibit similar traits are more likely to fit in with those around them in the workplace. Applicants who don’t share these traits are less likely to find a home with your company and may leave when the opportunity arises to work with an institution that shares their values.
Conducting a job interview gives the hiring manager the chance to see who the candidate is beyond what is on their resume. You can ask questions designed to identify key points regarding whether the interviewee will easily adapt to the new environment.
Often, the easiest way to make this determination is with a behavioral interview. Questions in a behavioral interview involve having candidates respond to different scenarios that help indicate their approach to common workplace situations. Those with a work style similar to the organization they are interviewing with are more likely to fit in over the long run.
Personality
Personality and cultural fit often work hand-in-hand. Even if a candidate has a similar approach to work as others in your organization, that doesn’t mean their personality is also a fit. Some people are naturally more upbeat while others tend to be subdued. A person may be highly analytical when communicating while another may speak more freely. Each of these characteristics color the person’s actions, and when they don’t mesh with those around them, can cause conflicts.
While each company’s idea of a “good” personality may vary, it is important to assess candidates based on the traits they exhibit. Some character discoveries can be made during an interview, but there are also personality assessments that can help pinpoint a candidate’s unique idiosyncrasies.
Most personality assessments have the candidate respond to multiple choice questions regarding how they would act in specific scenarios. These tests are administered by a broad range of companies, ranging from retail giants to corporate offices. The assessments are often based on the work of psychiatric and psychological powerhouses, such as Carl Jung and Sigmund Freud, though with a more modern approach.
The results of personality assessments are not a guarantee that a candidate is appropriate for your workplace, but they can be helpful when narrowing down your option among otherwise qualified individuals. Depending on the position you are attempting to fill, a personality test may not work as the first point of evaluation. However, if a candidate appears to have the skills and experience required to manage the job duties, it can help narrow down a larger pool of applicants to a manageable selection for interviews.
If you are looking for more information about refining your hiring practices or are looking for qualified candidates for an open position, the Squires Group has the knowledge and expertise to redefine how you hire new employees. Contact the Squires Group today and see what we have to offer.
