Cultural Fit – A Puzzle Game in Recruiting – Part 1

Today’s business world is dominated by digitization. Products and services should be marketed and sold online as quickly as possible. People should and want to make their communication more visual through Face Time, What’s App, Videos etc. This digital march, which was triggered by the media a few years ago, is boosting all communication channels. The digital transformation is shaking up old and rusty processes in companies. It inspires companies to address people as quickly and creatively as possible. Communication channels such as Twitter, Instagram, Facebook, online advertising or blogs spread information faster and reach people more directly.

Check Cutural Fit

Every company wants to hire the best specialists or recruit Bachelor Master graduates. But how can trained personnel managers or recruiters filter the top talents from the applicant pool? How can they also check the “cultural fit”? Unfortunately, reality shows an outdated model. It no longer corresponds to the user behaviour of applicants who are to be seen as customers of a new employer. Despite the number of applications received via the online portals or career sites of companies, the HR department still refers to simple CVs and letters of motivation or application. This method costs the human resource departments a lot of time. In addition, there is no trace of the “cultural fit” being checked. Every application must be carefully read and analysed for the candidate’s skills, knowledge and competences. It also costs the company a lot of money – because time is invested money.

In order to make this process easier, more contemporary, more efficient and more customer-oriented, recruiters should get to know the ‘person in the candidate’ right from the start or discover the personality behind the CV. But that’s easier said than done! Because digitalization is only slowly reaching the personnel departments. It presents personnel managers with a major challenge: the recruitment of talents and their ‘cultural fit’ within the company.

Cultural fit as an important aspect

This so-called cultural fit or better said professional, social competence and above all the appropriate mindset is very difficult to identify. The latter two in particular remain hidden from many recruitment professionals in their letters of application. Cultural Fit encompasses the lived norms, values and attitudes and determines the corporate philosophy. A study by researchers at the Europe Talent Management Institute has shown that in today’s digital and virtual world, the human resources department attaches great importance to soft skills. These include the ability to work in a team, adaptability, communication or creativity to solve the candidate’s problems. Of course, the so-called hard skills (professional competencies, Bachelor / Master degree, a qualified certificate, additional qualifications, etc.) are decisive for the successful application of a candidate. But this is exactly where many recruiters stumble. This leads to the question: “How exactly can these soft skills or social competence of the applicants be identified these days? One method that corresponds to our zeitgeist is the video interview.

The video interview works like an assessment tool and simplifies selection and screening. Compared to the traditional application process, which can take six to eight weeks, the video interview aims at the final recruitment within one to two weeks. A video interview offers HR managers a glimpse behind the scenes – in other words, who is behind the application? This insight provides important impressions of the candidates and their personal cultural fit in the company. The cultural ‘fit’ shapes the employees’ commitment, motivation and willingness to perform, because each of us wants to feel comfortable in our own team and belong to it.

In the next article we will examine the effects of the “Cultural Fit” on personnel work. In addition, we will deal with the topic “Recruitment & Behaviour” of applicants.

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