Have you ever hired an employee who looked great on paper, interviewed really well, was good at what they did, but just did not work out because they did not fit your company culture? Our client companies vary in a variety of ways including size, industry and geographic footprint to name a few. But of all the factors that make a difference if an employee will work out or not, cultural alignment is paramount.
This point came to light recently when the same applicant tested for two of our client companies within a month’s time. Company A has a tough culture of accountability. Executives are direct, sometimes blunt, and can be “in your face.” No matter how smart or capable the candidate is, if they wither in the face of conflict and confrontation, they are not going to be successful in this organization. Company B also looks for capable people who deliver results, but the leadership culture is not quite so intense and a bit more collegial.
While the candidate’s assessment was very strong, it was clear that they were not going to be a fit for company A and we did not recommend them. A month later, when they assessed for Company B (and yes, they had to complete the assessment again), we indicated that they were a match for the position.
The more we work with our clients and get to know the culture and unwritten rules, the better we are able to provide keen insights that help predict success. One way we can do this is profiling your top performers to see what differentiates them from the rest of the pack. Additionally, our feedback calls are a great way to fill us in on the unique challenges associated with your firm.
