A recent study by Leadership IQ found that little less than half of new employees fail within 18 months of hire, and a staggering 89 percent of those don’t work out either due to an improper cultural fit or an attitude misaligned with the company’s needs.
Clearly cultural fit is critical to an employee’s success, but how do we determine (before extending a job offer) whether a person will jibe with his or her team and the company as a whole?
Kazim Ladimeji writes that many employers assess cultural fit by considering the applicant’s interests, getting a feel for how he or she responds in various situations through behavioral interviews and calling on hiring managers to provide gut-level input. Ladimeji suggests going further, however, using psychometric assessments designed – among knowledge and abilities – to measure attitudes and personality traits.
First, a company should test several of its top performers to get an idea of the desired attitudes and behaviors it hopes to see in potential new hires. Theoretically, the closer the match between the candidate and the company’s model employees, the better the chance of hiring future top performers.
It’s worth noting, however: before sinking resources into rolling out psychometric testing, employers ought to determine whether the existing company culture is a healthy one. Does it drive profitability and client and staff satisfaction? If it falls short, some aspects may need attention. Finding the right candidates to fit a toxic culture is solving the wrong problem.
Published by Conselium Executive Search, the global leader in compliance search.
