Every organization has its own culture and since many employees spend over 40 hours or more at their workplace, their organization’s culture obviously affects both their work lives as well as their personal lives.
This works from both sides. The candidate wants to like their workplace, the business wants a happy employee. A win-win scenario. But the culture of an organisation is so much more than just a happy face. Therefore it is odd that such little importance is often placed on it by a recruitment company looking for the best fit for a candidate.
As Richard Perrin puts it, “Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization.” Therefore a poor, unhappy or disruptive employee can impact more than just an individual not doing their job it can destroy team ethic, impact team efficiency and impacts multiple levels of the company.
However businesses strive to have a strong robust culture because it impacts how employees interact at their workplace, promotes healthy competition, gives a sense or direction, promotes the brand image, unite employees from different backgrounds and extract the best from employees.
Therefore in some ways having a good cultural fit can be seen in some ways as more important than matching skill sets. Better skills can be learnt, poor cultural fit cannot.