I recently read this piece which broadly dismisses the idea of a cultural fit not being important or necessarily true. To write on this topic and not broaden out the thinking to what is an employer brand and how it sits behind the employee engagement and talent attraction strategies makes me think that the writer does not quite get the broader concept. To say that you cannot screen or assess for it again is not in my opinion true.
A well developed employer brand through great research and insight leads to an EVP that then builds a platform for excellent communication to your internal and external audiences about what it is like to work at an organisation and whether it is the type of place you would like to work etc
If you link this to employee advocacy then your employees are sharing authentic content informing would be candidates what it is like their and allowing them to form a view as to whether they want to apply. How is this not the application of cultural fit in a meaningful sense?
The Idea of Cultural Fit Might Be More Myth Than Reality In an imperfect world, hiring for fit is not always relevant or beneficial. Among other shortcomings, it is impossible to assess or screen for, says one HR and executive recruiting expert. Let’s take a closer look. Human resources executives and recruiters have been using the term “cultural fit” – generally defined as the ability of an employee to fit with the core beliefs, attitudes and behaviors that make up an organization.