Employers use culture fit interview questions to assess corporate culture compatibility of new hires. The employer implements cultural fit recruitment process because the risk of mismatches between you, as a new hire, and its values and expectations are real.
Here you’ll learn about how employers hire for culturally fit employees to boost their long-term profitability, for your job interview preparation.
But what’s the problem of conventional hiring processes? Recruiters focus on a your skills and experience. Although you may look impressive on paper and in interviews, they often find that you aren’t a good cultural fit. So they change their hiring practices and focus their interviews with culture fit interview questions.
What is Cultural Fit?
The term fit in hiring processes refers to two aspects: job fit and organization fit.
Job fit is a “micro” aspect of your qualities suitability with a job. It refers to the degree to which your competencies and interests’ responsibilities are relevant to the job. You’re considered fit to your job if you can perform well and are satisfied with your roles.
Organizational fit is a “macro” aspect of your personal characteristic compatibility to the company’s values, behaviors, beliefs and norms. Culture fit is one of the organization attributes that is often used to measure individual congruence to the words and behaviors of every employee in the organization.
You’re considered culturally fit to your employer if you can, in addition to perform well, contribute faster to and stay longer in the company.
Why Becoming Culturally Fit is Important?
Let’s say you’re one of the best candidate for a potential employer. You may have the knowledge and skills that can help the company grow over time. But as the business environment change you may be required to develop new competencies to make the company stay on its competitive edge.
The employer’s organization values, however, are almost the same over time. Its core values even don’t change since it was founded — it’s the company’s DNA. In short, cultural fit can’t be developed.
So if you’re a job fit you may meet current organization needs. But if your job fit doesn’t guarantee that you can grow together with your employer in the long run, the company would consider the decision for hiring you as a high risk business decision.
Studies have shown that the single greatest contributor to performance failure and job dissatisfaction has to do with a lack of fit with organizational culture. If you don’t align well with the boss’s core beliefs and values, it will be very difficult to develop an effective working relationship.
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