Recruiting The Right “Fit”

2 September 2022

HR professionals have different views on recruitment. Some like it, some don’t. Although recruiting is a necessity for most organisations, managers often find it hard and also risky. Investing time and effort into finding the right person with the right skills, attitude and fit is a big commitment. Hiring managers can so easily fall into the trap of selecting suitable candidates who have the right experience and a great set of hard skills but are the wrong cultural fit for the organisation. There is often too little time to even be sure what a good fit looks like for the company and role due to the many different things to consider. What should the person’s attitude, values and aspirations be? Do we need a quiet introvert or a sociable and talkative extrovert? How will their personality compare to that of the others in the office? How do we ensure diversity amongst the team?

Diversity brings in a variety of benefits – it encapsulates new styles, opinions, and ideas to discuss, as well as a different perspective on problem solving which may lead to better outcomes. To nurture and develop a team or business, encouraging various and differing opinions is very important. What must be considered is the potential risk of personality clashes and potential workplace conflicts. Diversity of character is good, if you know what you are adding in, and can ensure you are able to manage it.

So, how do we recruit effectively while considering the benefits of diversity and adding to a team that aligns with the organisation’s goals?


By defining your team and company values, you are more likely to make the right decision regarding a person’s fit. Discussing an applicant’s personal values as a part of the recruitment process can provide insight into their alignment with the organisation. Asking targeted questions regarding the reasons behind certain choices or decisions is a great way to draw upon the values of an applicant. For example: “Tell me about a recent interaction you had with a disgruntled customer and how you resolved it.” Ask them about their motives, why they decided to adopt that particular attitude or process, what solutions they considered and why. Considering the motives and values behind their actions will give you priceless insight into how the candidate may work within your organisation.


Interviews utilising a bank of behavioural and technical open-ended questions are extremely effective in every recruitment process. Structured interviews provide you with a great opportunity to evaluate candidates consistently and equally. However, the most effective interviews should still be personable to give you a closer look into the core of someone’s true personality.

Compare what the candidate says with what they represent. Do they say they are reliable and focused on detail, while they were late and provided a resume that contained typos? Do they say they respect and value others, while they speak and maintain eye contact with only one panel participant during an interview?

Interviewing takes time and practice, but people are a company’s most valuable asset, therefore making a bad recruitment decision is not only going to have a financial impact but also an impact on others in the team and the company as a whole.


The best recruitment panel is one that includes a variety of team members. Don’t make recruitment the “choice of the HR.” It is ok to draw upon the experience of a recruiter and listen to their opinion, but the final choice needs to be a team decision. If recruitment is a team choice, there will be more certainty around, responsibility for and acceptance of the new team member.

Often, we are trying to “fit a person in” to avoid disturbances or significant change, but change can also be good for a team’s dynamics. Remember, when onboarding a new team member, every existing team member goes through a change process, so guiding and managing it is necessary.

Are you struggling to find your next perfect “fit”? For assistance with your next recruitment and selection process, please contact Martina via the link below.