Identify Your Best-Fit Talent
27 January 2023
The value of skill set versus cultural fit is a contentious issue among hiring managers. Whilst skills and competency are important, on the other hand, employees with the appropriate skill sets and yet no cultural fit can be destructive not only to your team but also to your company. Hence, hiring the best-fit talent is one of the most effective ways to increase your talent sustainability and create a successful business. But how could we identify them?
Skill sets are simple to find and recognize. They're on the CV, and a quick glance can tell you whether the individual has the skills you're looking for. Further interviews will reveal whether they possess the talents they mentioned as well as the ability to perform. As a result, determining a person's skill set is rather simple. But how do you know if a candidate is culturally compatible with your company? How will you know if the employee will be a good fit for your company culture? Culture fit is a vague idea that is more difficult to define and quantify than a skill set.
It may be appealing to hire someone with a vital skill set while ignoring cultural fit. The only justification for this is that the candidate will not require any on-the-job training. He'd already been trained in the necessary expertise. Certain qualities, including cooperation, motivation, perseverance, and mentality, cannot be taught. A culturally fit applicant has a trait that allows him to easily blend in with the team and smoothly embrace the organization's values. Even if an applicant is fully competent or experienced, every new employee requires training.
In an ideal world, a company may determine whether a candidate is culturally compatible only when they contradict the company's core values and culture in action. This implies that an employer must first hire or at least provide and probational period in order to measure compatibility. However, that could be counter-intuitive and unworkable for a company.
This poses a dilemma: whether to place greater emphasis on an individual's talents and talent, which can propel an organization to new heights or on the applicant who best matches the corporate culture and basic values. The task is more complex than anticipated, and the employer's decision-making becomes complicated. And there is no way of knowing which road to pursue.
The ideal circumstance is when you hire for both skills and culture fit simultaneously. This was previously exceedingly difficult to accomplish, which may explain why the dilemma originated in the first place. However, thanks to technological advancements, firms can now accomplish this much more easily.
Psychometric tests should be used in the employment process by firms that seek to recruit for both culture fit and skill set. Employers can acquire a comprehensive picture of a candidate's behavioural traits and abilities by using the correct psychometric evaluations. Once you have insight into all of that data, you don't have to choose between skills and cultural fit. Both would be available.
It's time to ditch the two-dimensional recruiting process if you want your company to be innovative. Instead, hire people who can contribute both culturally and with versatile skill sets to your workplace. You can certainly have it all.