Hiring managers and HR professionals are realizing that organizational fit has been undervalued in importance level during the interview process. While technical expertise and skill sets are extremely important in the hiring process, the cultural fit of that candidate is often overlooked and is the final piece to making the right selection the first time.
At CultureFit Technology Staffing, we pride ourselves on rigorously evaluating the Client’s corporate culture and understanding what “type” of talent they are pursuing. We take the following into account when sourcing our talent:
- Technical skills and expertise
- Language and communication
- Personal work style and pace
- Interpersonal dynamics
- Physical work environment
- Leadership and management styles
- Start-up vs. enterprise environment
- Organization and department size
- Technology product vs. technology services organization
- Reporting Structure
- Corporate values & pride
- Work and life balance
We believe that delivering the right organizational fit complements the individual’s knowledge and skill base. We find high-quality talent that demonstrates the ability to develop and grow with the organization’s changing needs, and possesses the underlying values and motivations that are difficult to change.
Cultural Fit in the Workplace: How Personality Affects Hiring and Teamwork
by Kerry Schofield
How to Hire for Culturefit
by Bruce Watt
Cultural fit is a relatively new buzzword in recruitment. Bruce Watt examines why cultural fit is important and looks at how hiring managers can put it into practice.
We’ve all been there. After an extensive and thorough search for a line manager, one candidate stands out. They have the right experience, solid qualifications, a relevant work history and have performed impressively during the interview process. They said the right things, put forward some great ideas and generally presented very well. You hire them.
Hiring Contract and Permanent Technical Employees with an emphasis on Culture Fit
by Adam Kooperman, Principal Staffing Consultant at CultureFit Technology Staffing
When hiring a new technology resource do you consider Culture Fit indicators or just focus on matching the technical skills of the candidate to the environment?
This is a burning question among recruiters and staffing consultants at CultureFit Technology Staffing, a Chicago based Technical Staffing firm focused on contract and permanent employment in the IT field.
My staff and I have polled clients and candidates alike to see if cultural attributes of Company’s environments or Candidate’s past employer environmental factors are really explored during the interview process.
by Sue V. Barrett
What is Culture Fit? Well the first place you are likely to hear about Culture Fit is when you are recruiting for new staff or being recruited yourself. For instance, Culture Fit Interviews differ from Behavioural Interviews, in that the Behavioural Interview attempts to find out about the candidate’s behaviour, skills, knowledge and experience. Culture Fit Interviews generally do not try to determine the individual’s capability, but rather considers the candidate’s ‘cultural fit’ with the organisation, their values and motivators.
The Importance of Culture Fit
by Bob Corlett
It’s often said that people are hired for skills but fired for “fit.” But what is fit, and how can you determine it before making a hire? While definitions abound, I think fit is partly about personal values and partly about “how we like to do things around here.” While small variations in fit are usually tolerated, big variations, over time, become irritations to everyone on the team. Eventually the sum of those irritations begins to gum up the works, draining everyone’s energy and lowering team productivity. The entire team is relieved and re-energized when the misfit finally leaves. If you are the misfit – as I have been – it’s torture to be in an organization that is not in keeping with your personal values. So how do you avoid hiring a mis-fit?
Culture: Your Environment for People at Work
by Susan M. Heathfield, About.com Guide
People in every workplace talk about organizational culture, that mysterious word that characterizes a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good “cultural fit.” Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just “feels” right.
(About.com is not associated with CultureFit Technology Staffing in any way and has provided this link as an external resources only.)
Technology Selection and Cultural Fit
by Eric D. Brown
Did you know that technology selection is about much more than technology?
Yep…its true…..but most people don’t realize it.
Many in the IT world love to get asked to be a part of a technology selection project. These types of projects usually provide a learning opportunity for everyone on the team and an chance to really help drive the platforms used within the enterprise.
The basic question at hand for most technology selection projects really comes down to “‘what do we need and how much is it?”
With that question in mind, most IT professionals approach technology selection with the following three questions in mind:
- What are the functional requirements?
- What are the non-functional requirements?
- What is the selection criteria?
These three questions definitely cover a great deal of requirements….but one major area is missing. I’d add the following:
Does the technology fit the culture?
Pretty broad question but one that’s extremely important to answer.
Now…one could argue that cultural fit should fit into the non-functional requirements or selection criteria selection questions…and I’d agree. That said, very few people really consider organizational culture when choosing technology.
Technology Selection, Acceptance and Culture
by Eric D. Brown
In my article titled Technology Selection and Cultural Fit, I argue that cultural fit is an important aspect to consider when undertaking Technology Selection projects. While the article was well received by most folks, I did have a few people comment (privately via email and twitter DM) that I was making some broad statements that couldn’t be backed up with hard proof.
I’m all for backing up claims with evidence. I mean I am working on my doctorate you know…nothing like a doctorate program to teach you how to base theories on evidence right?
So…let’s take a second to revisit my theory that cultural fit is important to technology selection projects. We’ll start by taking a second to review the idea of Technology Acceptance.
Organizational Alignment and Project Success
by Eric D. Brown
Organization Alignment seems like one of those ‘touchy feely’ things that most technical folks would rather not discuss but it’s actually quite relevant to success in today’s technology and project driven organizations.
Organizational alignment is the practice of aligning an organization’s strategy and culture. In other words, organizational alignment helps to ensure that ‘what gets done’ is in line with ‘how things get done’ and vice versa. For a more detailed description of organizational alignment, take a look at the article on Organizational Alignment on Vanguard Consulting’s website.
As mentioned, Organizational Alignment is the act (or art?) of aligning strategy and culture. The field of strategic planning and organizational strategy is a very well researched and fairly well covered in academia (and blogosphere) so I won’t go into the ‘strategy’ aspect but I will cover the ‘culture’ side here. What does organizational alignment have to do with project success? In my opinion, everything.
CultureFit Technology Staffing has joined the American Staffing Association, the trade organization that represents the $61 billion U.S. staffing industry. Two million Americans go to work for U.S. staffing companies every business day.
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