Recruitment

One of the accountants in another unit has just resigned. Her boss was rather anxious to get her replacement soonest possible. Recently, she has identified a potential candidate but held back her recruitment decision for fear that this candidate would not be able to blend in to the culture.

It seems like to many bosses, recruitment is not about recruiting the best candidate in the market. Although the technical competence and attitude of a candidate are important, they are not the only considerations.

In an organization where teamwork and people relationship management are key success factors, increasing emphasis is given to whether a there is a match in culture between a particular employee and the others. Indeed. When there is a match, the employee will feel happy working in the organization. Similarly, the other team members will be happy working with the employee and greater team results can be produced.

On the other hand, where there is a mismatch. The good candidate will feel demoralized and this adversely affects performance. Regardless of the technical superiority of candidate, the candidate is not likely to show his best. At the same time, it may also affect the performance of other team members.

Hence, if you feel discouraged for not being recruited, fret not. It may not be due to your technical incompetence, but rather the corporate culture may not be suitable for you. Perhaps you would ask, does it mean that there will be groupthink in an organization or it may be impossible to get into certain organizations as culture does not change easily. The answer is maybe. Turnover has become a frequent sight in today's corporations. Whenever a new member joins the team, culture change is already slowly taking place because no 2 individuals are the same.