Where Are Culturally Fit Managers; RPO Go Find It

It is a matter of great disappointment on the part of the entire organization if a new employee resigns abruptly within a short period of joining the company. Not only does the entire team suffer with a sudden increase in workload because of the loss of a team member, but also the hiring managers tend to lose confidence in their ability to find a suitable employee for the company.

But the most important question that arises every time is, "What makes the employee leave the organization?" Studies have shown that one of the main reasons for an employee to quit the company is the cultural mismatch. Most of the times, an employee is not able to fit into the culture of the new company and thus finds difficulty in adjusting to the new workplace environment.

But before we move on to discuss the reasons behind hiring a wrong candidate, let's find out what is the meaning of 'fitting in a company's culture'.

If an employee exhibits the characteristics, values, thoughts, language and goals similar to those existing in the organization, then he/she finds it easier to adjust and work in the new company and thus they are a cultural fit.

So, what goes wrong while hiring a candidate? Hiring managers are often found complaining that they were not able to read through the mind of the candidate, and during the interview, the candidate seemed eager to work and thus got hired. But, the real way to tackle this situation does not lie in reading the mind of the candidate. It is about choosing a candidate who is culturally fit for the organization.

It is mostly seen that hiring managers stress way too much on the qualification and technical skills of a candidate, leaving the culture aspect unattended. It is very important to find out whether a candidate is flexible to adjust to the culture of the organization. This can only be done if the hiring managers themselves are sure about the culture of their company.

The process of assessing a candidate on the basis of culture can be a little tricky sometimes and organizations might need help in the recruitment process. Global Hunt is a recruitment process outsourcing (RPO) organization that has a solution to this problem. The recruiters of the RPO who are already based in the organization can be of a great help because they are well-aware of the culture of the organization and thus are in a better position to recruit the right candidate.

A few ways in which the RPO helps the organization to find a culturally fit candidate are:

1. They help in mapping the key points that define the culture of the organization

Before the recruitment of any candidate, it is essential that the recruiter finds out about the culture of the organization. This can be done by finding out what thoughts, beliefs, values and working style are shared by the existing members of the organization.

Team meetings, surveys and behavior assessment questionnaires can help an RPO to understand the culture of the company in a better way. Once the culture of the organization becomes clear, the same kind of values need to be exhibited in the candidates being looked at.

For example, if a team of the company exhibits qualities like creativity and innovation, the future candidate must also share similar traits so that he is a better fit in the organization.

2. RPO helps in asking the right questions

After the culture of the company has been assessed, the next important step is to find out similar qualities in the future candidates. One of the ways of doing so is by asking the right questions and then analyzing the answers. An RPO helps the recruiters to frame questions that can easily assess the thoughts and values of the candidate.

A few sample questions can help in assessing whether the candidate fits in the culture of the company or not. Some examples follow- Define the management style that will help you to work efficiently and give your best; Which role do you find the most exciting in a team etc.

The answers to such questions are then analyses and the recruiters can easily reach to a conclusion whether the candidate is fit to be hired or not.

3. RPO helps in preparing psychometric assessments

At the end of the day, we must accept that this is a technological world; so without the right tools and technology, we cannot reach to a good conclusion. An RPO has all the required tools and techniques that can help in preparing a proper psychometric assessment of the candidate which can help in removing most of the errors during the recruitment, thus helping the hiring managers to recruit a candidate who is a cultural fit in the organization and works in complete harmony to lead the company towards growth.