If you assess cultural fit throughout the recruitment process , you will hire professionals who flourish in their new roles , drive long-term growth and success for your organisation , and ultimately save you time and money .
41 per cent of participating companies had experienced a cost of at least $ 25,000 per bad hire , while 24 per cent had incurred costs of $ 50,000 for a bad hire . This cost includes loss of productivity and time , cost to recruit and train a new employee , and employee morale being affected . No matter how established your organisation , bad hires negatively affect it .
Another interesting statistic from the poll showed that 67 per cent of employees deemed by the employers to be ‘ bad hires ’ were considered so due to a lack of competency ( lack job fit ), while 60 per cent did not work well with other employees ( lack cultural fit ). This data clearly demonstrates the importance of hiring based on both job fit ( skills ) and culture fit .
How to recruit for cultural fit
‘ Hire hard and manage easy ’ is a catchphrase that I live by . Take your time in the hiring phase . Be tough , ask for a lot and push your candidate a little . You need to find out what they are like under pressure . You need to know how they will perform ‘ when push comes to shove ’ in a given situation . You are also looking for a demonstration of their commitment to the role and to the workplace culture . A team recruited for fit and skillset will be easy to manage .
So how do you recruit for fit ? Right from the outset I look for a high level of skill – well above the bare minimal requirements that might otherwise be asked of group exercise instructors . I require them to have Cert III and preferably Cert IV as well . I also favour people with experience , especially teambased experience , and I call all referees . I never place a person on my team without meeting and auditioning them and verbally checking references .
Once I am satisfied that the person in question is bringing me current high level skills , I look for fit . This is almost more important than the skillset . Many people can have a particular skillset , but not all of those people will be the right fit for your current team and your organisation . Many skills can be learnt or enhanced on the job , whereas cultural fit needs to be clearly assessed prior to hiring the candidate . Do they have inherent cultural fit with your facility , or can they demonstrate that they have the capacity and ability to adapt and become a good fit with your club culture ?
Hiring for cultural fit doesn ’ t mean hiring people who are all the same . I look for an eclectic mix of personalities and skillsets in my team , but everyone needs to have cultural fit .
At interview stage , if you use the correct line of questioning , those with cultural fit will naturally rise to the top of the pack , and those without won ’ t . For example , if your club values collaboration , question your candidates about how they prefer to work . Someone who is quite autonomous or prefers to work individually will not have a strong cultural fit .
One of the key problems in the fitness industry , and in particular with the hiring of casual group exercise instructors , is that many people don ’ t interview or audition , and some don ’ t even ask for a CV or check references . We need to evolve as an industry and put some standard practices in place with regards hiring all staff – including contractors , casuals , part time and full time staff .
If you assess cultural fit throughout the recruitment process , you will hire professionals who flourish in their new roles , drive long-term growth and success for your organisation , and ultimately save you time and money . A club with a strong culture will aim to recruit for fit and train for skills on the understanding that matching the values and vision of the employer and the employee is the foundation for growth and success in their business .
If you assess cultural fit throughout the recruitment process , you will hire professionals who flourish in their new roles , drive long-term growth and success for your organisation , and ultimately save you time and money .
Checklist for recruiting for cultural fit
• Be clear about what you are looking for
• Clarify your recruitment process
• Think about how you are you running your interviews
• Take the time to get to know your candidate
• Make sure the candidate clearly understands the company vision and mission statements . Let them know who you are , what you stand for , what your goals are , and what your expectations are
• Talk about what you can offer them with regards upskilling , peer review and career progression
• Talk about the calibre of your team
• Discuss your leadership style
• Explain the membership demographic
• Discuss challenges that you may have and get their buy-in to help you work on them together
• Let them know they have your full support
• Build trust
• Establish a relationship
• Communicate on a range of different levels .
The 30-second article
• Cultural fit is the likelihood of someone comfortably sharing your club ’ s vision , core values , beliefs , attitudes and collective behaviours
• Unless a team member has both the right skills and the right cultural fit , you will continually have issues with that person , which will create more work for you
• ‘ Hire hard and manage easy ’ – take your time in the hiring phase , be tough and push your candidate to find out what they are like under pressure
• If you assess cultural fit throughout the recruitment process , you will hire professionals who flourish in their new roles , drive long-term growth , and ultimately save you time and money .
44 | NETWORK WINTER 2016