Smart or Culture Fit: The ultimate key to hiring success?

When a person is considered as SMART?

  • Scholar whose report has straight A’s?
  • The Student who can recite tables till 100?
  • The child who got admission in top university?

The person who has the capacity to memorize a whole book sentence with page number or who understands the complex theory at one go or one who is superior in learning. However, there is a difference between the student who scores 90 and another who got 60 in a test. Is this really a determining factor of whether a person is smart or not?

The concept of studying for getting good grades is almost a communal rule implanted in our minds, by which we tend to focus more on the results that we consider as a success. In the same way, the credibility of a professional while hiring is one of the required things of modern hiring.

Beyond paper credentials

Going beyond the resume is the single most important change recruiters need to make in order to find candidates that are truly right for their companies.

How much can you truly know about a candidate from a single sheet of paper and a couple of formal conversations? It’s a start, but it shouldn’t be the only process you follow. This could rule out potentially great candidates and bring in talent that may end up not being the best fit.

According to Forbes, 89% of hiring failures are due to poor cultural fit. This figure should be a wake-up call for many companies who believe that skills are all that matters, while culture fit is just a temporary buzzword. Hiring a candidate simply because he fits perfectly in your corporate culture doesn’t mean that the person will be able to make an immediate impact on your bottom line. What a company needs to aim for is a candidate who makes a great job fit as well as culture fit (the compatibility of an individual and a company’s values, beliefs and attitudes).

What is important Best-Fit or Intelligence?

As said earlier, a good hiring decision should include determining a person’s abilities, interests and behavioral traits. The following step, which we call it the bench-marking process at Kretaro (Job-Person Fit & Job-Organization Fit), is to match the candidate with those required for the position. It’s easy to define the requirements of a job, such as professional qualifications or the job description, but it is difficult to identify a candidate’s way of working based on personal traits and preference. In this case, it can help confirm whether a candidate will be perfect as per the Company’s environment. For instance, if a candidate is required who work as a team, who is very collaborative, then a candidate who prefers to work as an individual won’t match that position.

Ideally, you want to hire someone who has competent skills; is interested in the nature of the job and who fits into your company’s work culture. It will be matchmaking – wouldn’t you want to find someone whom you can get along with?

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