When companies look to hire new employees, there are some baseline credentials that typically must be met: education, certifications, years of experience, experience in certain specific areas, etc. By and large, these credentials can be ascertained from a résumé or online job application.
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Some of those who make it beyond this initial baseline screening are then often invited to have a live interview. Part of the reason for this is to get to know the applicant and determine whether they are likely to be a good “fit” with the company culture.
It’s a very important consideration for employers because they want to make sure any new employees they bring on board can get along and work well with the current staff. It turns out, too, that a good fit is a key consideration for employees as well.
Employees Also Value Fit
A report by staffing firm Robert Half, shows that over a third of workers in both the United States (35%) and Canada (40%) would not accept a job if there wasn’t a good fit with the corporate culture. The same report found that approximately 90% of managers in both the United States and Canada said a candidate’s fit with the company culture was as important or more important than his or her skills and experience.
A Reliable Sample
Surveys were developed by Robert Half and conducted online by independent research firms. Responses were received from more than 1,000 workers in the United States and more than 500 in Canada, over 5,000 senior managers in the United States, and more than 1,200 in Canada. That’s an ample response to draw some very legitimate conclusions.
Key Takeaways
So, what should companies and recruiters take from this data? There are a couple of potential takeaways. For one, it’s important to develop, maintain, and promote an attractive company culture.
While different people may have different opinions on what an “ideal” corporate culture is, there are certainly some aspects that are more universally desirable than others. Additionally, companies should be conscious of the potential to lose an applicant based on a culture clash. To the extent possible, this should be considered in the initial screening process to avoid wasting time on unlikely matches.
Culture has increasingly come to be a key factor in employment decisions—not just for managers but for employees as well. Being proactive in ensuring culture alignment can help hiring managers and HR pros make better hiring decisions.