What is a corporate culture fit?
Also referred to as cultural fit and organizational fit, a cultural fit is the likelihood that a job candidate will be able to conform and adapt to the core values and collective behaviors that make up an organization.
– Margaret Rouse, whatis.com
What is “Organizational Fit”?
Organizational fit is often used as a catch-all term that hiring managers can use to explain that your behaviour, your values and ways of working with other people either do or do not fit into that particular organization’s way of getting the job done. For example, a collaborative working style will not easily fit into a controlling, top-down organization. Or, a person who is used to giving orders and having them followed without question is not likely to succeed in professional team-based setting, where all members use their analytical skills to help shape strategies.
There is no single kind of organizational culture; a manager who has had amazing gains in one organization can move to another and be a stupendous flop. The ability to find the right fit when working in a new organization is a strength. It means that you have a repertoire of skills that enable you to 1) determine the organization’s dominant style, and 2) choose the personal working style that will be most successful as you fit into the new setting.
Phil Schalm: Decoding the meaning of “organizational fit”, canadianimmigrant.ca
From the employer’s Point of view:
“I hired someone as a manager, and it created a lot of tension because he didn’t fit in. People tried to alienate him because they weren’t interested in him as a friend,” she says. And it also goes the other way. “I once hired a woman who really didn’t have the right background or experience for the job, but who I hit it off with during the interview,” says Rebecca Grossman-Cohen, a marketing executive at News Corp. (NWS). “And because we got along so well, I was able to train her easily, and she ended up doing great things for us.”
Logan Hill: Job Applicants’ Cultural Fit Can Trump Qualifications, bloomberg.com
What is a corporate culture mismatch?
A mismatch occurs when qualities, values and competencies don’t line up. A company may hire a person based on their employment skills with no regard for personality fit. For the employee, that might feel like being a square peg in a round hole. Imagine an engineer who comes from a country where engineers are taught to follow orders – a more bureaucratic style of culture – but he/she winds up getting hired by a company with a more facilitating style. He/she may be given the task of creating a budget for a project and be expected to do what it takes to get the job done. However, that employee isn’t comfortable with such an ambiguous task and would prefer more direct guidelines on how to accomplish it. The result is that the employee is stressed out because he/she wants to get the job done but isn’t given the information to do it. The manager is stressed out because they don’t have time to ‘baby-sit’ the engineer who should be more self-sufficient. This is a corporate culture mismatch.
Mismatched employees may have been successful at their previous company, but once relocated to a company with a different culture can feel like a failure as the expectations change.
The result of corporate culture mismatches is that employees either adapt to the new situation, through peer pressure or training, or they leave the job.