Culture fit in organisations
Written By: Pavithra Desikan

A job interview considers some key factors like educational qualifications, relevant experience, and technical skill set. But these factors would be debatable if there is discord in the “identity” that an employee adds to the organization. That is the mystery factor, something recruiters keep an eye out for. Culture fit is the value addition that an employee brings to the organization, in terms of core beliefs and behavioral patterns. The company culture defines the organization in terms of their vision, belief system and the ethos they present to the workforce. 

 Why should culture fit be a priority? 

 The workforce is the biggest asset of every organization. A large group of people of varying skills and qualities work together in tandem, across hierarchies. This makes interpersonal dynamics a major factor influencing the quality of work. Hiring talent from this perspective is especially important, since the organization will benefit only if people with the same set of values align and work well.  

 Clarity in terms of company culture right from the recruitment process ensures the employees are happy with their workplace, spreads a positive attitude and increases productivity. Such employees remain loyal to the organization and are passionate about the growth of the business. Studies have attested to this, leading to long-term retention amongst the workforce, and the value and respect for employees and pumps a healthy morale. Several HR recruitment organizations cater to the specific culture requirements of the corporate world. 

 Au contraire, hiring someone who cannot mesh with the team, or the organization could prove detrimental to overall growth. Employee commitment goes down, as does productivity. There is no excitement in the workplace, people tend to disengage, and quality of output suffers. The organization stands to lose more than money. In the long-term perspective, a toxic workforce is catastrophic! 

 Moreover, a bad hire at a senior level is toxic to the work atmosphere and further drags down the cohesiveness of the team. Such damage could potentially take years to undo. In addition, the costs involved in hiring, onboarding, training, and retraining added resources are significantly higher and a counter-productive expenditure to the organization. 

 When an organization projects its culture clearly, candidates can make informed decisions about the company. “Inspire. Learn. Lead. Transform” represents ingenuity and the core business values at Systech. Through this, prospective candidates can infer what the organization adheres to, before taking up the opportunity. A nurtured environment makes for happy employees who feel they are a part of the big picture. They trust the organization, feel valued and are motivated to contribute more. Top talents innately gravitate towards such organizations. The channels of communication are open, and feedback is heard and worked on, ensuring the cycle of trust and transparency.  

 The image built through value is a powerful branding, with the employees being the ambassadors. Their commitment to the organization is much more than their paycheck, it extends to those values that are an intrinsic part of their workplace. The company’s culture is also a business investment in a sense. It has gained importance over the years, to the point where it helps build a brand image and a strong credibility base. When people love where they are, it reflects in what they do! 


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