Recruitment and Culture

Recruitment presents a number of challenges to many organizations in matching the skills and experience of an individual to the needs of the business. While CV’s, job profiles, interviews and instruments such as psychometric testing go a long way toward addressing those challenges there remains a significant risk when an offer of employment is accepted, namely fit. 

The question of fit is predominantly a cultural one where the way an individual works and behaves, and hence their suitability for a position in your organization, is determined by their cultural background relative to your own. While organizational culture is typically concerned with groups and collectives it also looks at the dynamics of people joining and leaving organizations. For new employees their effective "enculturation" is a key determinant in reducing staff turnover, reducing transition periods and costs, becoming effective members of the organization and enhancing long term productivity. It also reduces any adverse impacts on existing employees and the disruptions that can result from a cultural mismatch. A possible outcome being that the individual has to leave in a relatively short space of time and the recruitment process has to start all over again.

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