For most Talent Acquisitionists like yourselves finding the purple squirrel and proceeding to the on – boarding stage is difficult but then losing talented folks is another challenge especially without knowing the reasons. As if this isn’t difficult enough; lately various organisations after selecting the right candidates are now also considering culture fit before on – boarding a candidate. Many companies take cultural fit in to account for the selection process to prevent candidates from quitting the job because of the company culture which is a concern and is absolutely valid which adds to the difficulty.

While all of these aspects are important, finding out if a Candidate is the right a culture fit is difficult and to check whether this reason is a genuine one. To shed some light on this we @SourcingAdda conduct discussions on these topics to assist Recruitment professionals in an attempt to simplify the process. And thanks to one of our Bangalore group member’s Hillole who suggested we discuss about, “Candidate is rejected at the final round because of Cultural fitment issues. How far do you think this reason is a genuine one?” Therefore let’s find out more about this topic to help us be better prepared when making the next hire, so let’s begin….

Finding the right candidate is no longer enough as now Talent Acquisitionists also need to check if the selecting candidate meets the culture fit as well? There are several reasons for such developments to name a few organisations losing talent folks as they are quitting the job due to work culture. Moreover candidates that aren’t the right culture fit or their attitude can impact the team’s overall performance. Even their behaviour, approach to work and their professionalism has an effect on the people around them can affect performance thus impacting the business’ growth. Utilising the Behavioural interviewing technique i.e. STAR Technique – Situation, Task, Action, Result is the best way to assess candidates for “Cultural Fitment.” For all of these reasons considering if a candidate is culture fit before on boarding them is important.

After having considered all the aspect mentioned in the discussion we’re sure you’ll be interested in finding more about Employee Value Propositions (EVP) provided by Employers. And if you’ve found these articles informative then you’d like to know how you too can contribute to these discussions so here’s what you can do in 2 simple steps, namely…

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