I have spoken numerous times about both the benefits and the potential detriments of using cultural fit in the hiring process. On one side many hiring managers measure candidates by cultural fit believing that candidates will stay longer if they gel well with their organization’s work environment. Others argue that cultural fit provides hiring managers an excuse to discriminate and dissuades diversity in the workplace which studies show leads to a greater flow of ideas and creativity.
A recent survey published in Forbes indicates that in an effort to increase workforce attrition, 88% of employers are looking for cultural fit over skills in their next hire.
They believe cultural fit is so important because most executives understand that a bad hire can cost between two and three times that departing employee’s salary and so hiring an employee who works and plays well with others is more important than if they are the most skilled to do the job. The theory is that if the employee likes their manager and colleagues, they will be happier and stay longer. If you’re from a big family like I am, at least on my in-laws’ side, you easily recognize the significance of cultural fit, especially when it comes to deciding who to sit next to at the dinner table.
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