How To Hire A Cultural Fit And Build Teams

Hiring a candidate who has all the right skills and qualifications for the role is tricky – but it’s even harder to find a candidate who has all that and complements your company’s culture. However, it’s just as important, if not more so, for some organisations.

It’s no secret that the hiring process is a two-way street. While you’re assessing a candidate’s skills and values, they’re gauging your company and its culture. This mutual evaluation is crucial for landing a cultural fit, which can have a major impact on the rest of your team and your overall employee retention.

How do you define a cultural fit?

Every organisation has a different idea of the characteristics encompassing a cultural fit. For instance, at WRS, we look for candidates that match our DNA.

We define a cultural fit as someone with the following qualities…

Team player
Willingness to go the extra mile
A "can-do" attitude to work
Determination to overcome challenges
Alignment to our values

Why is hiring a cultural fit important?

When the cultural fit isn’t right, it can dilute the carefully cultivated culture you’ve worked hard to establish. If individuals don’t align, the values that contribute to your work environment might start to erode.

It’s not just about matching personality types but about bringing together a diverse group of people who collectively enhance your company’s community. Fundamentally, when everyone is united by a common purpose, it creates a strong sense of belonging and cohesion. This shared vision ensures that every team member strives toward the same goals and objectives – a cultural fit is vital to preserve and strengthen your identity.

How do you determine if a candidate is a cultural fit?

Is a candidate compatible with your company culture, or do they just get on well with the interviewer? Assessing each candidate against your set of characteristics ensures every hire is an ideal fit for the business. But it’s not enough for an interviewee to say they’re a team player – they need to demonstrate it.

We recommend asking for tangible examples and using competency-based questions. For instance, “Can you tell me about a time you’ve worked in a team environment?” or “What would your approach be to a challenge within your team?”

Showcasing your company culture matters, too

Part of the hiring process means sharing your company culture with candidates. They need to want to be a part of your business as much as you want them.

Impressing potential employees matters, but you need to stay transparent. If they don’t know the ins and outs of how you run your office and your overarching objectives, they’re less likely to thrive – and this can impact employee retention.

WRS culture

Our people are the beating heart of WRS – we encourage everyone to be their whole selves at work to ensure inclusion and diversity throughout the company. At WRS, our people aren’t just colleagues – they’re our purpose. We’re a close community.

We have department leaders holding training sessions for other teams to share knowledge and experience across the organisation. Cultivating such a culture enables employees to grow as individuals – professionally and personally. Ultimately, this all comes back to our shared vision that encourages our team to thrive.

And it’s not just about what we do for our own people. We also help our clients showcase their cultures. We help create materials – like brochures – that underline what they’re looking for in terms of skill set and culture.