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The Importance of Organisational Cultural Fit in Recruitment

SR
Employment Law & HR
BG Purple

Note: this article was first written by our colleagues at Solve HR, before Solve HR joined Law At Work in March 2020. We have imported this...

Thanks to modern technology it is becoming increasingly easier to search and find candidates that match the skills, qualifications and experience required for a role i.e. the 'hard skills' but what about the so called 'soft skills'? It's easy to forget these hidden factors such as social cohesion, personality alignment and interpersonal value tolerances. Whilst a candidate may have the necessary hard skills to fulfil the role it is also important to find out if they have the soft skills required to fit in with your organisation's culture. There are a variety of personality tests available to assess candidates. At Solve. we use the Thomas International PPA test to assess candidates work behaviours. The PPA can also be used to indicate the impact that a candidate may have on an existing team i.e. what will they bring to the team and will they fit in. By assessing soft skills as well as hard skills an organisation will benefit in a variety of ways: 1. Creates a more cohesive team that work well together. 2. Better staff retention 3. Reduced recruitment costs as result of having to recruit less frequently 4. Greater job satisfaction for employees 5. Improved efficiencies 6. Decrease in ER issues

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