Culturally Aligned Recruitment

Let us find the RIGHT candidate that will not only be in line with your organization’s values and desired Culture, but who will influence others to be more aligned.

How We Apply Cultural Fit

Keyur Thakore, Head of Recruitment says “cultural fit” needs to be seen from the perspective of organizational and motivational alignment. After learning about your culture and the culture you wish to develop. we don’t just look for a competent individual, we look for a candidate who will support your culture and build further competence in your team. Where the norms, values and desired culture of the organization converge with those of the person you are hiring, then you  can then expect an ideal cultural fit.”

Cultural fit

Recruitment based on cultural fit focuses on:

1. fit of individual to organization culture and values
2. fit of individual to immediate boss’s culture and values

As part of the Cultural Fit recruitment
process the above 2 aspects are given significant weight.

The candidate whose values, beliefs, outlook and behavior is
congruent with those existing within the current organization is likely to be a good cultural fit for the organization.

Examples of Cultural Fit

An employee who works well in teams and who appreciates the input of a variety of people is not always going to be the Right Cultural fir to work in an organization that stresses team work, the processes an primary motivators of the candidate could actually NEGATIVELY affect the rest of the team.  And, an employee who wants to work alone the majority of the time may actually be just what the team needs for support in such a team-oriented workplace.

Making assumptions based of what people appear to value is only a small percentage of the Cultural Fit effort. This is why it is essential to work closely with an organization to determine it current culture, its desired culture, and the current psychology of the players who will be interacting with the new candidates.

Values are not enough! we must know the processes to compliment and leverage with other team members, the primary emotional drivers that could conflict with or support others who have the same drives. but the key is the cultural intelligence before making decisions and using Predictive Psychology to get the right matches.

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FREE DOWNLOAD
The 3 Facts You Need to Know about Organizational Culture Change,

to Prevent Absolute FAILURE!

FREE DOWNLOAD
The 3 Facts You Need to Know about Organizational Culture Change,

to Prevent Absolute FAILURE!

FREE DOWNLOAD
The 3 Facts You Need to Know about Organizational Culture Change,

to Prevent Absolute FAILURE!