How to hire for best fit

Problems with turnover? Evaluate and select people who are aligned to your values and more likely to stay.

Why high turnover can be a ‘fit’ problem

Many organizations struggle with short tenure, low employee engagement, and problems with morale in the workplace. But what many don’t realize is these issues are often attributable to poor person-organization ‘fit.’

Workplace fit is a good predictor of intention to stay, job satisfaction, and willingness and ability to collaborate with others. People who are not a good fit for the organization are more likely to leave, less likely to be productive, and may even contribute to an overall negative climate within the workplace. Worst of all, these negative attitudes can be contagious and spread throughout others on the team. The total cost of a bad hire making it through your hiring process is high.

Hiring for the best fit means evaluating candidates on how closely aligned their attributes are to your values. Get a good fit the first time by clearly defining your values and figuring out how to measure ‘fit’ between your candidates and your organization.

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Our top 5 tips for finding the best fit

    Define what ‘fit’ means to you

    Hiring for culture fit today can have a different meaning from one person to another. To avoid bias and subjectivity in hiring, look at it as a match between your organizational values and the individual traits that embody those values.

    Understand your organization’s true culture

    Take a deep look at your organization through the eyes of your employees — at every level. Is your workplace culture or climate the same for both leadership and entry-level employees? Make sure what you are evaluating in your selection process is truly representative of your culture. Also consider the culture you aspire to build and be honest about where you are on that journey. Designing your selection process should include the appropriate balance of current state and aspirational cultural characteristics.

    Measure the right attributes

    Align the attributes you’re measuring to your organizational values. This involves clearly defining what those values are and how they are modeled by everyone in your organization. The key here is to understand the behaviors that bring your culture to life. Designing your selection process to measure the traits that drive those behaviors helps to ensure that you will continue to steer your culture in the right direction.

    Avoid subjective judgment

    Make sure you are not discriminating against historically disadvantaged groups and protected classes in your hiring process. Interviews are a common way to assess organizational or culture fit, but most interviewers don’t know how to approach an interview in an objective way. Interviewers may not be aware of sources of bias that can impact the diversity of thought that makes it through the hiring process. Establish a more objective selection process and reduce the potential for unintended unfairness.

    Reinforce your values

    Make sure your organizational values go beyond selection. Reinforce them in performance reviews, onboarding, career planning, succession management, and developmental materials. Keep them top of mind throughout the talent life cycle to ensure everyone in your organization is truly living out those values. Building your aspirational culture should influence how you manage all of your organization’s talent systems — each and every day.


Proven expertise in talent selection

  • $1.3 million saved in one year

    Improving the selection process to ensure better job fit

    How four hospitals cut service worker turnover by overhauling their selection process to focus more intentionally on overall job fit

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  • High-scoring candidates are 2-3 times more likely to be a top performer

    Targeting attributes that predict job performance

    How a large health system partnered with Talogy to learn how to target candidates whose attributes were most aligned with the system’s values

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  • Short-term turnover dropped from 24% to 1%

    Reducing turnover with a multi-level assessment solution

    How a children’s hospital started attracting higher quality candidates, selecting candidates more effectively, and creating an environment where top-performing employees can thrive

    Read more

Talogy has a really good understanding of the challenges of organizations that are going through change. I’m proud of the whole journey, it’s been a really positive and important contribution.

Cheryl King-McDowall

Director of Organizational Development, London South Bank University

Why Talogy

Talent management solutions from start to finish. With constant innovation and endless creativity, Talogy crafts screening, selection, and development solutions that are fair and inclusive at their core. Talogy can help you customize a complete talent management program. Solving for the talent challenges of today, and tomorrow.

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