A company I recently consulted with asked me to create a Culture Fit Inventory in the recruitment process.\u00a0When we sat down with the Human Resources team and found out what they wanted\u00a0to do and what they expected to do, we agreed that it would be better to have the Values \u200b\u200bFit Inventory instead of Culture Fit.Culture Fit- Values Fit Inventories\u00a0are the Concepts that Human Resource specialists are more familiar with.\u00a0While planning to write an article on this subject, in the Forbes magazine, As I read the article” Cultural Fit\u00a0tests are over\u00a0?\u00a0“, I wanted to share my knowledge and approach.<\/p>\n
The Culture Fit tests include inventory and structured interviewing and interpretation to assess whether the person you want to work with is suitable to the culture of the institution, norms, values, language used, practices and general preferences.\u00a0It is desirable that the candidates’ values, appearances, behaviors, beliefs and approaches, and their ability to adapt quickly to the existing structure and employees.\u00a0In a sense, before trying to recruit the candidate, the chemistry between the candidate and the company is evaluated.\u00a0Fast adaptation is believed to bring high performance, satisfaction and loyalty.<\/p>\n
In a study conducted in the United States, 47% of HR Managers stated compliance with recruitment cultures and colleagues as a priority evaluation criterion.\u00a0Work experience is 27% and required skill and training is 26% (3rd in the list\u00a0)\u00a0In other words, the criterion for adaptation to culture is in the way of experience and skill.\u00a0The reason for the turnover of recruitment in the balance of a weak cultural harmonization is that the company has a financial reason equivalent to 55-60% annual fee.\u00a0(SHRM\u00a0report) So it has been proved that companies have advantages in evaluating adaptation and co-operation.<\/p>\n
However, there is another discussion at this point.\u00a0Does Culture Fit testing also prevent the creation of an innovative culture?\u00a0Is it contrary to the principle of inclusiveness, that is to accept the different and benefit from differences?\u00a0What about diversity?\u00a0We just want to work with people who look like us?\u00a0\u00a0When we say culture fit, do we miss our experience, skills and competencies?\u00a0In addition to all these questions, companies are starting to work with Baby Boomers-X-Y-Z\u00a0\u00a0generations as 4 generation together. The social, economic and political conditions that each generation grew led to different values \u200b\u200band behaviors.\u00a0So whether\u00a0we like it or not, it seems very unlikely to create and maintain a homogeneous culture.\u00a0\u00a0Because of this\u00a0,corporate commitment is becoming\u00a0\u00a0a serious problem in every company.\u00a0\u00a0At the same time, rapidly changing market and customer wants with digitalization are also pushing companies to be innovative and creative.\u00a0In sum, it is\u00a0not possible to sustain a culture that is firmly rooted in companies.\u00a0Institutions need to create a collective culture and link cultural values \u200b\u200bto this environment.\u00a0Recently,\u00a0the concept of “Management by Values” has not been discussed in vain.\u00a0In Assessment of Alignment\u00a0, tests and interviews assess candidates in terms of values \u200b\u200band ethics compliance, and anticipate orientation and coaching in the adaptation process after recruitment.\u00a0For example, the situational preferences of people who are accustomed to working in different sectors may reflect their habits in testing.\u00a0For this reason, it is important to be able to distinguish one’s work ethic, internal motivation and basic values \u200b\u200bfrom one’s work habits by using test results in interviews.\u00a0For example, when evaluating concepts such as team work, individuality, authority, habits in the public sector, in a non-governmental organization, or in the working environment of military candidates may affect their periodic attitudes and approaches.<\/p>\n I want to underline\u00a0a topic before ending this writing.<\/p>\n Cultural Fit tests should not be confused with personality inventories.<\/p>\n Results of personality inventory gives the results of adaptation to work or compliance with corporate values; but the Cultural Fit Test tries to find a way to adapt to the basic working approach, with more static, norm and rule.<\/p>\n For this reason, as developments evaluate culture, it once again emphasizes the importance of relying on values.<\/p>\n","protected":false},"excerpt":{"rendered":" A company I recently consulted with asked me to create a Culture Fit Inventory in the recruitment process.\u00a0When we sat down with the Human Resources team and found out what they wanted\u00a0to do and what they expected to do, we agreed that it would be better to have the Values \u200b\u200bFit Inventory instead of Culture […]<\/p>\n","protected":false},"author":1,"featured_media":1613,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[462],"tags":[123,101,466,467,465],"class_list":["post-1772","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-inclusion-and-talent-management","tag-aylin-olsun","tag-aylin-satun-olsun","tag-culture-fit","tag-diversity-and-inclusin","tag-values-fit"],"yoast_head":"\n
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