{"id":25398,"date":"2023-05-19T02:00:00","date_gmt":"2023-05-19T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/the-importance-of-assessing-for-culture-fit-2\/"},"modified":"2025-09-19T10:30:41","modified_gmt":"2025-09-19T10:30:41","slug":"the-importance-of-assessing-for-culture-fit-2","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/the-importance-of-assessing-for-culture-fit-2\/","title":{"rendered":"The importance of assessing for cultural fit"},"content":{"rendered":"\n

Did you know that turnover due to poor culture fit can cost an organisation at least 50% of the employee\u2019s yearly salary? While there are many factors that are also at play when determining fit, this blog is going to focus on culture and values and some best practice approaches to assessing your next candidate. <\/p>\n\n\n\n

When looking to determine if a candidate will be successful in a role, you can assess if their natural strengths align with the core competencies of the position. However, just because someone appears to be a fit to the role does not automatically guarantee their success. <\/p>\n\n\n\n

Culture of an organisation is often defined as the expectations, behaviours, experiences, and values that guide employee actions. It is necessary to define an organisation\u2019s values as soon as possible, as it is the foundation from which to build and develop the company. There has been a lot written about the four different types of organisational culture, which are listed below. Which one is yours? <\/p>\n\n\n\n

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  1. Clan \u2013<\/strong> Friendly, collaborative, and often viewed as a \u2018family.\u2019 Their values include teamwork, loyalty, and commitment.<\/li>\n\n\n\n
  2. Adhocracy \u2013<\/strong> This environment is typically one of innovation. Change is a value, and taking risks is seen as a positive attribute.<\/li>\n\n\n\n
  3. Market \u2013<\/strong> Often seen as a competitive environment. The focus is very results driven. There may be little downtime as an important value is to \u2018get it done.\u2019<\/li>\n\n\n\n
  4. Hierarchy \u2013<\/strong> Defined by policies and procedures. They value following the established guidelines, and there is not often a need to change things if it is already working.<\/li>\n<\/ol>\n\n\n\n

    How to assess if a candidate is a good fit<\/h2>\n\n\n\n

    When it comes to assessing for culture and values fit<\/a>, there are certain steps you need to take as an interviewer to ensure that you are asking questions to help determine this fit early in the interview process. And you also want to make sure you are aware of any bias that presents itself. <\/p>\n\n\n\n

    First, can you clearly articulate your organisation\u2019s culture? If you asked various employees in the organisation, would they be able to state your company\u2019s top values? The culture of the organisation should be easily identifiable because the employees should embody those values. Make sure that your evaluation of the candidate goes beyond the likeability or similarity factors. <\/p>\n\n\n\n

    You can gain a deeper understanding of what the candidate values as an employee<\/a> of an organisation through interview questions that go beyond \u201cWhat do you value in an organisation?\u201d or \u201cWhat would be your ideal company culture?\u201d Instead, try questions such as the following:<\/p>\n\n\n\n