Culture and functional fit are two criteria that HR considers when evaluating candidates for employment. Functional fit refers to the degree a candidate matches the technical specifications of a job. It is a priority “fit” measure as it ensures that the candidate will be able to perform the role effectively.

Culture fit, meanwhile, refers to the degree of alignment between an individual’s values and the organization’s. This “fit” measure is seldom seen as critical, but there are 3 key reasons why culture fit is equally important – and possibly more so – when considering candidates for succession plans –

1. Culture Fit Influences Employee Retention

If employees aren’t a good culture fit, they’re more likely to leave. Considering how costly employee turnover can be, taking into account an employee’s cultural alignment to your culture framework can save you the trouble of investing in someone only for them to leave.

2. Culture Fit Impacts Employee Engagement

A good culture fit between the employee and the organization leads employees being more engaged and more likely to perform well. Aside from tangible activities that HR teams use to keep employees engaged and motivated, culture is the intangible nuance of the company that either motivates or drives away employees.

3. Culture Fit is an Investment

Hiring for cultural fit is essential to keeping your organization’s reputation in good standing. A Deloitte study found that 94% of executives and 88% of employees believe a distinct workplace culture is an important component of organization success. Therefore, investing in people that have a strong cultural fit is investing in the business.

Weeding out people who don't fit your culture during the recruitment process can save you money in the long run. You can't teach someone to fit into your organization's culture and goals, but you can hire the very best candidate for the longevity of your mandate and the foundation of your core values as an organization.

It's crucial to find someone who believes in your organization's mission and who shares a similar attitude as his or her potential teammates. Before you can hire for culture, however, you must define it. What are your company's values? What are the behaviors, attitudes and mindsets that make your teams tick?