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By Simone Janson (More) • Date on 13.03.2019/XNUMX/XNUMX • Post last updated on December 13.03.2019rd, XNUMX • So far 4823 readers, 1840 social media shares Likes & Reviews (5 / 5) • Read & write comments
That Employees zu Companies should fit is actually a truism. And yet the technical term “cultural fit” is a hot topic in the world HR-Scene. We are now discussing this on a panel of the Süddeutschen Zeitung.
Cultural fit, too German: cultural match, according to Wikipedia, is “a Term from personnel psychology.
It describes the correspondence between applicants and employers (companies) in terms of behavior and values. "
It's like in football: top stars don't get the club any further if they don't fit in with the team. That Team must ultimately go well together.
And that's how it works in the Recruiting: If you want to put together and keep a great team, you have to make sure that the employees fit together in terms of values, basic beliefs, attitudes, etc. But what exactly does that include?
For example, the right values and working methods. Because it's no longer just about good grades, the right ones Curriculum vitae and the technical ones qualification:
Companies are increasingly looking for future employees to fit into their corporate culture in terms of their values and ways of working.
Originally it was the other way round: An increasing proportion of applicants, above all the "Young Professionals" of the Y and Z generations, had the claim that the potential employer suits their own values and wishes.
As a result, it has now become a trend for companies to specifically advertise their values for exactly the right employees. In doing so, they usually provide the following basic Ask:
The whole theme of values I personally find a little bit spongy. Which company does not like propagating values?
And in many companies, too, the topic of values seems a bit grafted and hollow - motto: super values, but nothing behind it.
Finally, one must also ask oneself what the topic of "cultural fit" means for diversity. Because today it is already a Problemthat in many companies only people with similar opinions are hired. Trends such as employee-by-employee recruitment amplify this threat.
In addition, the topic harbors the danger that companies now rely even more on gut feelings than they already do decide. Fortunately, there have long been evidence-based approaches that make the cultural fit more objective and tangible.
On the panel of Süddeutschen Experts are now discussing whether and to what extent this approach can be implemented in the recruiting context. Which Solutions are there and how do they work in the process?
Ex diskutieren:
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Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
Insanely good post!
Wow, the topic of the discussion is really challenging.
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