Despite rigorous recruitment processes, HR still hasn’t found a fail-safe way to identify candidates who won’t assimilate within their organisation
Organisations have more rigorous recruitment processes than ever before but that doesn’t mean they’re infallible – according to one recent survey, scores of employers are still struggling to find culturally appropriate candidates.
Independent research commissioned by recruitment giant Robert Half found that 78 per cent of New Zealand employers have hired at least one employee who did not fit in well with their team.
Those who admitted to making the mistake also identifies the top five reasons why employees struggle assimilate well – they are: an inability to work collaboratively (42 per cent), a lack of team spirit (35 per cent), not getting along with co-workers (33 per cent), a lack of adaptability (31 per cent) and the employee being overly confident (29 per cent).
“Teams who work effectively and cohesively together are what contributes to the success of any organisation, with team dynamics underpinning the company’s overall culture,” said Megan Alexander, GM of Robert Half New Zealand.
“High-performing teams who have a sense of camaraderie are generally more productive, creative and innovative, which contributes to get better results for their company,” she added.
Alexander also urged employers to test for cultural fit in their recruitment processes if they weren’t already doing so.
“A lack of cultural fit is one of the main reasons why employees leave or are asked to leave, which is why it’s important to check cultural fit before extending a job offer,” she said.
“Not doing this can be costly, as employers will have to restart the recruitment process, not to mention the burden of increased workloads for existing team members and lost productivity.”
When asked what measures they have taken that have proven to be most effective when an employee was not compatible with the rest of the team, 60 per cent of hiring managers mentioned talking to the employee, followed by getting support from senior company leaders (50 per cent) and getting feedback from fellow team members (42 per cent).
More than one in three (39 per cent) hiring managers have had to let the employee go and 37 per cent have tried to find the employee a better-suited job within the organisation. One in four (25 per cent) have stated the employee had left voluntarily before they were able to take measures.
“When recruiting new team members, employers need to ensure the interview process goes beyond just ensuring candidates meet all the technical requirements,” said Alexander.
“To avoid hiring an employee and later discovering they do not fit in well with the team and corporate culture, hiring managers need to assess each candidate’s personal qualities to ensure a corporate fit with both the team and the company values.”
According to Alexander and Robert Half, managers can avoid the predicament of poor cultural fit by employing a few key tactics when sourcing candidates:
Know the workplace culture
A thorough understanding of the company culture is necessary before being able to determine the type of employee who will fit in best. Managers should assess the culture around them and communicate this clearly to candidates through an Employee Value Proposition (EVP), thereby minimising the chances of a misunderstanding between manager and candidate.
Look for cultural fit in the job interview
Managers should ask questions that reveal insights into how the candidate works in different environments, with other people, and the management styles that suit them best. Probing into candidates’ previous experiences, both positive and negative, can also help assess whether the company culture will meet their needs. Keeping an eye on body language as well as asking questions about life outside work will also help determine their passions, values, and sense of drive.
Trust your instincts
Basic hunches shouldn’t be ignored. If hiring managers think there’s something about a candidate’s response or conduct that raises a red flag, it is a good idea to pursue further investigation before making a decision. For example, if there’s a mismatch between the candidate’s body language and comments, it could be an indication their responses are not genuine. Asking referees about your concerns could provide clarity.
