5 Best Practices For Ensuring Your Candidate is a Cultural Fit

When it comes to making recruitments, it’s essential to ensure that the candidate is not only qualified for the role but is also a good fit for the company culture. A bad cultural fit can lead to a number of problems, such as low morale and decreased productivity.

That’s why more and more companies are turning to recruitment process outsourcing (RPO) providers to help them find candidates that are not only qualified but are also a good cultural fit.

If you’re looking to find a candidate who is a good fit for your company culture, here are the 5 best practices from our recruitment experts who have shared their extensive knowledge on recruitment.

1. Start with the right job description

There is a way to screen candidates before speaking with them. One of the best way is to let potential candidates know exactly what you’re searching for in them and what to expect from them if they join your team through your job description. Your job description should specifically include:

● Values, purpose, and cultural overview of your company

● Your statement on diversity

● Your provision of employee benefits

● A list of the preferred skills for the role (both negotiable and non-negotiable)

● A description of the job’s responsibilities in summary

Instead of copying and pasting a template, creating a job description tailored exactly to what you’re searching for is important. Although it takes a little more work, it will ultimately save your recruiting managers a good amount of time and effort.

2. Understanding Candidate Motivations

It’s important to pay attention to a candidate’s motivations when speaking with them. To put it another way, why are they interested in this position? What motivates them to excel in their jobs? These kinds of questions can help you figure out what the candidate needs to succeed at your company and whether those requirements line up with what you can actually offer.

3. Allow applicants to express their opinions

The most common mistake recruiting managers make is to dominate interview conversations. But if you do all the talking, you can’t tell if someone fits the culture.

Let the candidates lead the conversation. Their questioning and observations may yield insightful information about whether or not they are a good fit for your company.

4. Ask creative questions

Take the questions from the preceding section as a starting point, then give them your own spin. See how applicants respond when presented with unexpected interview questions. The majority of candidates are used to providing boilerplate answers.

Can they make quick decisions? How much have they contemplated your company? Are they up to date on market trends? A few thought-provoking questions can reveal a lot about a candidate’s mentality.

5. Learn about their perspective and experience

Naturally, you also want to ensure that candidates will deliver high-quality work in their positions. This is relevant for jobs requiring more technical training, like engineers or IT professionals. Offering a technical challenge, such as a coding test, is one technique to better understand their range of knowledge.

These are the five best practices for ensuring your candidate is a cultural fit. Following these practices can set your new hires up for success.

Glocal RPO is a well-known, global multi-niche recruiting partner. Our skilled recruiting experts can help you recruit culturally fit candidates for your organization and can handle any staffing requirements, big or small, whether they are for the manufacturing, healthcare, or IT sectors. The dedicated recruiters offer assistance with local and international hiring for both temporary and long-term positions.

To learn more about how Glocal RPO can help you with your recruitment needs, visit www.glocalrpo.com