It’s no secret that employees who fit company culture will tend to fare better than those that don’t, but how much better? If you’re examining turnover, the importance of hiring for culture fit is critical.
Employees who are a good culture fit at a company are likely to be less stressed, remain dedicated to a company, and enjoy themselves in the work environment. On the other side, employees who feel that they don’t identify with a company culture are likely to leave their job like the reported 2 million Americans every month who do so, or be part of the 74% of people who would consider looking for another position.
Turnover is costly. Not only does having an employee leave a company cost up to hundreds of thousands of dollars in recruitment, hiring, and training a replacement, there’s also the loss of revenue from having an open position. Just as an employee and a company benefits from a good culture fit, both parties suffer from a poor one.
So how can you effectively measure whether or not an employee will be a good fit? Interviewing candidates with company culture questions is one effective way. Bloomberg recently cited how effective – and trendy – such a method can be, noting that off-topic questions such as hobbies or interests have increased in the interview room. Northwestern professor Lauren Rivera, who was interviewed in the article, stated that hiring decisions have started to resemble the way people choose friends or relationship partners.
But interviewing during a hiring process merely provides one view of a multi-dimensional candidate. That’s where the value of assessment testing during the hiring process can come into play. Using assessments to target specific company culture aspects is not only effective to identify employees that will be good fits for a company, assessments have the added ability to quantify data. Through the powerful algorithms and careful analysis, assessments pinpoint traits that will determine how well a candidate will fit into the culture of an organization.
Using assessments to target and identify candidates who will be good fits culturally improves the quality of candidate while reducing potential bad hires. Being able to back those decisions with data from the assessment process will help reinforce a positive interview or uncover gaps in an interview that may not have gone as well. The result is dedicated and motivated employees, while reducing recruiting and replacement efforts from bad company fits.
For more information on hiring for company culture, download your free copy of "Developing a Quality of Hire Report Card for A+ Results" below, or schedule a free consultation with one of our talent selection specialists.
Topics: Talent Selection Ideas