Ninety-three per cent of HR decision makers who completed a recent survey commissioned by pre-hire assessment specialist, ThriveMap, said they expected culture fit to become more important with regards to hiring in 2019.
Ninety-six per cent already say that hiring for culture fit is a crucial aspect of recruitment. It’s a hot topic. ThriveMap predicts that defining what culture fit is and putting processes in place that can measure it accurately and objective will be the focus for employers in 2019. Only 11 per cent of employers are currently satisfied with how they measure culture fit in their interview process. This leaves almost nine out of ten employers struggling to come up with a method to do this accurately across their business.
Traditional selection processes aren’t working effectively. Fifty-three per cent of employees are leaving companies because they’re working styles don’t fit in with the organisation. This is costing employers valuable time and money. They could also be losing out on the best talent by using assessment tools or interview processes that aren’t based on real-world scenarios. Employers are waking up to new innovative assessments that can not only measure whether a candidate can do a role, but also whether they will thrive in the culture.
In 2019 it is time to for employers to take a fresh approach to their selection processes to ensure they work for everyone involved. With Brexit on the horizon, the war for talent is predicted to become even more fierce, so it’s vital that employers act now to avoid being left behind.
Chris Platts, Co-Founder and CEO of ThriveMap says,
We believe employers should consider the following areas in 2019 to ensure they hire the candidates that are the best fit for their business: Match the recruitment process to the vacancy – decide what are the most important skills and characteristics for the vacancy and create an assessment process that measures these; Keep the candidate journey as short as possible – a candidate’s time is important too; Don’t lose the best talent by asking them to jump through unnecessary hoops; Tell a consistent and honest employer brand story – everything is out there about your organisation. Don’t shy away from this, but face it head on and build a narrative that hiring managers believe and embrace. This will be far more appealing to prospective employees; Add value for candidates – recruitment is a two-way process that should benefit everyone involved. A candidate is someone who has shown a desire to work for you. Respect this interest and provide practical feedback on how they performed. Word will spread, encouraging more people to want to work for an organisation that is honest and fair.
Aphrodite is a creative writer and editor specialising in publishing and communications. She is passionate about undertaking projects in diverse sectors. She has written and edited copy for media as varied as social enterprise, art, fashion and education. She is at her most happy owning a project from its very conception, focusing on the client and project research in the first instance, and working closely with CEOs and Directors throughout the consultation process. Much of her work has focused on rebranding; messaging and tone of voice is one of her expertise, as is a distinctively unique writing style in my most of her creative projects. Her work is always driven by the versatility of language to galvanise image and to change perception, as it is by inspiring and being inspired by the wondrous diversity of people with whom paths she crosses cross!
Aphrodite has had a variety of high profile industry clients as a freelancer, and previously worked for a number of years as an Editor and Journalist for Prospects.ac.uk.
Aphrodite is also a professional painter.
- Aphrodite Papadatou
- Aphrodite Papadatou
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