How to know if the candidates fit the company's or the department's culture?
In my point of view, it's not too difficult for the employer at the interview to check if the candidates acquire compatible experience or skills required for the hiring job. However, there is a thing affecting their performance and long-term commitment with the company, which is not usually shown up right at the interview, especially when the employer does not pay enough attention to it or the candidates try to get the job at any cost. It is how they suit with the company's or department's culture, or in other words, with the way things are habitually operated there. The higher position they are in, the more resistance they seem to remain for adapting, and if they couldn't adapt, the sooner they leave the company.
If you are an employer or a recruiter, how do you care about this issue and what do you do to avoid it for not wasting time and money for such candidates/employees?
Vice versa, if you are candidates, is culture's fit an important factor for your decision to join a company? What do you usually do to know more about the company's culture, and how risk you dare to quit your current company and spend some (maybe wasteful) months at a company due to its relevant experience, well paid, and so on but without being informed in prior about its culture? Unfortunately, the inner reality are sometimes far different from what being advertised or seen outside.
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- Pascal Ho Ba Dam1317016552
It is not a simple question because company culture is not a number, it is facts and feeling, sometimes more feeling than facts.
There are 2 cultures really that the company should consider:
1- PAST CULTURE: the culture that made the company successful till today: GE=entrepreneurs, P&G=Marketers, Goldman Sachs=deal makers in investment banking, Microsoft=follow pc makers need, Apple=focus on client need for cool stuff... List all the quality that the company and staff used to succeed and check if the recruit have (or can get those naturally) and are willing to do the effort.
Tip: ask the new recruit if he would work for no pay or little pay (less than previous job) to learn in your new company? if yes, you've got a potential fit. If absolutely not interested in getting lower salary... not a good point.
2- NEW CULTURE: Ford, Chevrolet, Microsoft, Yahoo, and most Vietnamese companies all need to change their culture to adapt to new market/client requirements: cheaper cars consuming less gasoline or electrical, an Internet social network culture -not a product culture-, speak english and international best practice, open to competition (no more monopoly VN airlines), international standards to export (TV in aircraft must work, and so does the air hostesses...)... Sometimes the new hire has that -understand and have the skill for the new challenge ahead, but the old company culture see him different. Just look at the government, state owned companies, new listed companies, they don't want to change the boss culture/rules for the new comers (most of the time).And old and strong dinosaur may not survive in a new world, a culture need to change gradually to fit the market or sometimes completely or they disappear like the USA automakers!
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