Con: Low Retention
While hiring for cultural fit can save organisations money in recruiting costs, it can also have the opposite effect when it’s implemented poorly.
If your organisation doesn’t have a good understanding of the reality of its own culture – which means how the company culture appears to employees, rather than what’s outlined in your values and mission statement – you might find that your employees aren’t as great a fit as you thought they’d be.
While there’s never any concrete assurance that a new hire will stay, when employees feel like they’re not a fit to company culture, or feel like they’ve been misled in the hiring process, they’ll more often than not choose to leave.
So, if your company relies heavily on hiring for cultural fit and you’re seeing significantly low employee retention rates, it might be time to re-evaluate how you see your company culture – or to change your recruitment process.
Con: Focus on Personality
Too often businesses make the mistake of choosing an applicant based on their personal traits rather than focusing on their skills and qualifications during the interview process.
Hiring an employee simply because they have similar values to your organisation is like hiring the same person repeatedly – cutting out a lot the opportunity for diversity that creates a balanced and efficient company culture in the first place.
By focusing more on personality than education and experience, organisations lose a well-rounded perspective in their company culture and even risk creating a bias against future hires who don’t necessarily fit the mould as well as others do.
Con: False Pretence
While job applicants can seem like a great cultural fit for your business, it doesn’t necessarily mean that they are.
In the age of technology, with so much information at our fingertips, it’s easy for candidates to research your organisation to understand its values, and then imitate the qualities they believe you’re looking for in the interview.
This doesn’t necessarily mean that they’re being dishonest, it might just mean that they’re embellishing for the sake of a good interview in hopes of having better chances to be hired.
While some may call this preparedness, the issue at hand is that focusing too much on what someone says in an interview is risky – meaning concrete evidence of their experience is necessary to properly reflect on whether they’ll be a good cultural fit and a good hire in general.