How to Choose the Candidates Who Fit Into the Organizational Culture

In everyday life, people seek to surround themselves with individuals like them, with whom they have common affinities. Therefore, when recruiting, employers should search for suitable candidates for the internal culture of the organization. Understandably, the principles used in recruitment should not be an exception to this unwritten rule given that, as we all know, long-term relationships are based on compatibility, similar characteristics, and on common preferences.

The match between employees and the principles on which the organizational culture is based is what keeps a company united, and leads to talent retention for a longer period. A mismatch between the set of values and principles implemented within the organization and the employees’ professional beliefs often produces a higher turnover rate among employees. Therefore, preventing such an effect can be achieved during the early stages of recruitment, when selecting the candidates.

The right employees, the most motivated to remain

Candidates who fit the internal organizational culture can become employees who adapt very easily to internal rules and practices within the organization and who will quickly integrate into the team. Also, over time, human resource studies have demonstrated that employees whose principles match those applied within the company where they work are those who show a higher satisfaction at work. They are the most motivated, showing potential to remain and develop a career within the organization, not outside of it.

However, some voices disagree with this practice, the reason being that implementing it would lead to discrimination against certain candidates and a lack of diversity. However, what we must understand is that choosing employees based on organizational culture doesn’t mean selecting them according to prejudices related to their personal choices and beliefs. If a candidate shows the potential to have a significant contribution to the company development, when also quickly integrating within it, then it means that he fits the internal corporate culture.

Standard questions versus open communication

It is utmost important to make a clear difference between the interviewee and the job for which we are recruiting. The candidate must not have the characteristics of the "best friend" of the recruiter, but he can prove to be a person who can bring benefits to the company, from the position for which he might be hired. To find out this thing, candidates must be given the opportunity to speak about achievements from their previous jobs and to have the chance to lead the conversation.

Standard questions which arise in any interview, although practical and often necessary, can limit the candidate and the recruiter or the employer, who might not get a complex picture of the one they want to hire. Thus, a better option would be to give the interviewee a chance to take the control of the dialogue, to see how does he handle open communication. This way, the candidate will feel more comfortable, will be honest and will reveal more about himself, giving the recruiter a chance to see how he is.

Ultimately, a good idea would be to have the candidates taking a personality test, to learn more about how they would act in certain situations. For example, if a company is looking for a confident person, with leadership skills, able to take decisions, a personality test adapted to these needs is more than welcome. In conclusion, finding the right person for the internal culture of the organization depends only on the ability of the recruiter or the employer who must adapt a targeted job’s requirements to the values of the company as a whole.


Privacy Preferences
When you visit our website, it may store information through your browser from specific services, usually in form of cookies. Here you can change your privacy preferences. Please note that blocking some types of cookies may impact your experience on our website and the services we offer.