Challenges In Recruitment For Cultural Fit

Challenges in Recruitment for Cultural Fit

According to Le & Associates’ survey on “Talent recruitment trends in 2014” and attracted the participation of 326 HR managers and CEOs from local and international businesses in Vietnam, 79% think that measuring Cultural Fit is important while only 30% organizations measure Cultural Fit in recruitment processes frequently.
“As a global trend, it is important to hiring based on Cultural Fit. In Vietnam, organizations have become skilled at measuring Job Fit, and we’d like to investigate how they evaluate Cultural Fit and how this relates to Job Fit. Alongside this we asked questions about how organizational culture is defined as well as whether employers use Cultural Fit as one of their criteria in selection processes.” – said Mr. Ngo Dinh Duc, CEO of L&A.

Recruitment for Cultural Fit

Although such a large proportion of respondents said that it is important to measure Cultural Fit, our results suggest that many organizations are yet to put in place the means for doing so. Most respondents (79%) said they think measuring Cultural Fit is important while only 30% of respondents said their organization measures Cultural Fit in recruitment processes frequently, and 9% even never measure Cultural Fit at their place.
It is interesting to note that 30% of respondents who said their organization does not have a clear definition of culture also said that Cultural Fit is measured in the recruitment process (often to always). This would suggest that the methods being used to assess Cultural Fit in these organizations may not be very accurate, as it is difficult to apply an objective measure without an accurate, clear definition of what you are assessing for. Without this definition in place it is possible that recruiters in these organizations may be using their ‘gut feeling’ to evaluate Cultural Fit.
Of the respondents that said Cultural Fit is measured during their organization’s recruitment process, the vast majority favored using face-to-face interviews to evaluate it. The graph below shows the most used methods for assessing Cultural Fit and how effective each method is.

Methods being used to assess Cultural Fit

When respondents were asked which tools they thought were the most useful for assessing Cultural Fit, again face-to-face interviews came out on top. These were followed closely by Behavioral test/assessment. This reinforces the suggestion that respondents prefer using assessment methods that are linked with personality and require personal contact with a candidate.

Challenges in Recruitment for Cultural Fit

If organizations recognize the importance of assessing for Cultural Fit, why do so many not assess it and/or employ measurable methods to deliver positive outcomes?  The research highlights a number of factors that may be contributing to this situation.
• While HR professionals and recruiting specialists may be versed in practices supporting the assessment of Cultural Fit, the results suggest that hiring managers may not possess the same capability.  67% of respondents believe that organizations and hiring managers do not assess for Cultural Fit because they don’t know how, suggesting a need for more training and education in recruitment practices such as behavioral interviewing, behavioral assessment tools…
• According to respondents, today’s complex and fast paced business environment appears to be putting pressure on managers to make decisions quickly and without due consideration of issues such as Cultural Fit. 75% of respondents believe that hiring managers are often in too much of a hurry to adequately consider and assess for culture fit and 59% of respondents believe that hiring managers that are under pressure to fill positions will often ignore Cultural Fit.
• The War for Talent has been well documented and according to respondents the pressure of candidate short markets appears to be impacting the quality of recruitment decisions with 50% of respondents agreeing that tight labor markets force hiring managers to ignore Cultural Fit during the recruitment process.
• Despite the availability of various tools and systematic processes, 75% of respondents believe that most people rely on gut feel when assessing candidates for culture fit. Once again this suggests that while organizations may be using methods such as behavioral interview questions, many may not possess the skills to adequately evaluate responses.
To download the full report on survey results, please download here.

DỊCH VỤ TUYỂN DỤNG 

Với hệ thống tìm kiếm chủ động cùng sự đánh giá dựa trên phù hợp công việc và phù hợp văn hóa, chúng tôi tìm kiếm và tuyển dụng ứng viên phù hợp với tất cả vị trí đối với từng tổ chức.
Khách hàng có thể mong đợi gì từ chúng tôi?
√  Những ứng viên “Phù hợp công việc và Phù hợp văn hóa”: Nguồn cơ sở dữ liệu ứng viên dồi giàu với hơn 12+ năm xây dựng và phát triển rộng khắp cả nước
√  Thời hạn bảo hành mở rộng để đảm tuyển dụng thành công và giảm rủi ro thất bại
√  Nhanh chóng
√  Bảo mật
√  Trò chuyện thẳng thắn
Chuyên viên tư vấn của L&A là những chuyên gia giàu kinh nghiệm. Chúng tôi luôn tư vấn cho khách hàng và ứng viên để cùng đạt được kết quả tốt nhất.
Để biết thêm thông tin về dịch vụ Tuyển dụng, vui lòng truy cập tại đây hoặc liên lạc với chúng tôi theo thông tin sau:
Phòng Tuyển dụng quản trị viên
[p]  (84 -8) 3910 3311 – Ext.: 158 hoặc 190
[e]  contact@l-a.com.vn

Challenges in Recruitment for Cultural Fit

According to Le & Associates’ survey on “Talent recruitment trends in 2014” and attracted the participation of 326 HR managers and CEOs from local and international businesses in Vietnam, 79% think that measuring Cultural Fit is important while only 30% organizations measure Cultural Fit in recruitment processes frequently.
“As a global trend, it is important to hiring based on Cultural Fit. In Vietnam, organizations have become skilled at measuring Job Fit, and we’d like to investigate how they evaluate Cultural Fit and how this relates to Job Fit. Alongside this we asked questions about how organizational culture is defined as well as whether employers use Cultural Fit as one of their criteria in selection processes.” – said Mr. Ngo Dinh Duc, CEO of L&A.

Recruitment for Cultural Fit

Although such a large proportion of respondents said that it is important to measure Cultural Fit, our results suggest that many organizations are yet to put in place the means for doing so. Most respondents (79%) said they think measuring Cultural Fit is important while only 30% of respondents said their organization measures Cultural Fit in recruitment processes frequently, and 9% even never measure Cultural Fit at their place.
It is interesting to note that 30% of respondents who said their organization does not have a clear definition of culture also said that Cultural Fit is measured in the recruitment process (often to always). This would suggest that the methods being used to assess Cultural Fit in these organizations may not be very accurate, as it is difficult to apply an objective measure without an accurate, clear definition of what you are assessing for. Without this definition in place it is possible that recruiters in these organizations may be using their ‘gut feeling’ to evaluate Cultural Fit.
Of the respondents that said Cultural Fit is measured during their organization’s recruitment process, the vast majority favored using face-to-face interviews to evaluate it. The graph below shows the most used methods for assessing Cultural Fit and how effective each method is.

Methods being used to assess Cultural Fit

When respondents were asked which tools they thought were the most useful for assessing Cultural Fit, again face-to-face interviews came out on top. These were followed closely by Behavioral test/assessment. This reinforces the suggestion that respondents prefer using assessment methods that are linked with personality and require personal contact with a candidate.

Challenges in Recruitment for Cultural Fit

If organizations recognize the importance of assessing for Cultural Fit, why do so many not assess it and/or employ measurable methods to deliver positive outcomes?  The research highlights a number of factors that may be contributing to this situation.
• While HR professionals and recruiting specialists may be versed in practices supporting the assessment of Cultural Fit, the results suggest that hiring managers may not possess the same capability.  67% of respondents believe that organizations and hiring managers do not assess for Cultural Fit because they don’t know how, suggesting a need for more training and education in recruitment practices such as behavioral interviewing, behavioral assessment tools…
• According to respondents, today’s complex and fast paced business environment appears to be putting pressure on managers to make decisions quickly and without due consideration of issues such as Cultural Fit. 75% of respondents believe that hiring managers are often in too much of a hurry to adequately consider and assess for culture fit and 59% of respondents believe that hiring managers that are under pressure to fill positions will often ignore Cultural Fit.
• The War for Talent has been well documented and according to respondents the pressure of candidate short markets appears to be impacting the quality of recruitment decisions with 50% of respondents agreeing that tight labor markets force hiring managers to ignore Cultural Fit during the recruitment process.
• Despite the availability of various tools and systematic processes, 75% of respondents believe that most people rely on gut feel when assessing candidates for culture fit. Once again this suggests that while organizations may be using methods such as behavioral interview questions, many may not possess the skills to adequately evaluate responses.
To download the full report on survey results, please download here.

DỊCH VỤ TUYỂN DỤNG 

Với hệ thống tìm kiếm chủ động cùng sự đánh giá dựa trên phù hợp công việc và phù hợp văn hóa, chúng tôi tìm kiếm và tuyển dụng ứng viên phù hợp với tất cả vị trí đối với từng tổ chức.
Khách hàng có thể mong đợi gì từ chúng tôi?
√  Những ứng viên “Phù hợp công việc và Phù hợp văn hóa”: Nguồn cơ sở dữ liệu ứng viên dồi giàu với hơn 12+ năm xây dựng và phát triển rộng khắp cả nước
√  Thời hạn bảo hành mở rộng để đảm tuyển dụng thành công và giảm rủi ro thất bại
√  Nhanh chóng
√  Bảo mật
√  Trò chuyện thẳng thắn
Chuyên viên tư vấn của L&A là những chuyên gia giàu kinh nghiệm. Chúng tôi luôn tư vấn cho khách hàng và ứng viên để cùng đạt được kết quả tốt nhất.
Để biết thêm thông tin về dịch vụ Tuyển dụng, vui lòng truy cập tại đây hoặc liên lạc với chúng tôi theo thông tin sau:
Phòng Tuyển dụng quản trị viên
[p]  (84 -8) 3910 3311 – Ext.: 158 hoặc 190
[e]  contact@l-a.com.vn

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