When you’re hiring for tech roles, you need people to be job fit, meaning that they are actually capable of doing the job you’re hiring for. For example, you need to be sure that your tech candidates know certain programming languages, can navigate certain software, etc. Nevertheless, these specific skill sets shouldn’t be the only competencies you evaluate your tech candidates for. According to Forbes, 89% of hiring fails are a result of poor cultural fit. Which means you need to ensure that the potential tech candidate and your company are aligned in both core values and ways of working. While job fit is one thing, cultural fit is an entirely different kettle of fish. And arguably one that is just as important.
Neither should take precedence over the other, in fact, in a perfect world, your ideal tech candidate should have both. And even though the US Bureau of Labor Statistics predicts a deficit of over one million tech employees come 2020, that doesn’t mean you should be rushing to hire the first person who comes along with the requisite job skills, even though they won’t mesh well with your company. Because the cost of a bad hire is much higher than you think, especially when it comes to developers.
So, while you can verify each candidate’s technical skills via assignments, desafíos de la codificación, and technical interviews, how do you assess something much less tangible and far more subjective, such as cultural fit? Leer más
