Cultural Fit and Self-Image of the HR Industry: The End of HR?

Work well, plant 500 trees! About us make the Working World more Human and Ecological, so we donate Revenue for Certified Afforestation. As Publisher Best of HR - Berufebilder .de® you can unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Copyright: Rights .

Cultural Fit was the topic recently a panel discussion of Süddeutschen Newspaper, Current studies also show how important the topic is. Where does human resources actually stand - and where will HR stand in the future?

Cultural Fit and Self-Image of the HR Industry: The End of HR? Cultural Fit and Self-Image of the HR Industry: The End of HR?

Text as PDF, book or eCourse on the topic or personal advice

Here writes for you:

Simone Janson Simone JansonSimone Janson is publisher, German Top20 blogger and Consultant for HR communication.


Reinhold Messner: Cultural Fit in extreme situations

I have been working on the subject of Cultural Fit for several years now. So I have, for example Reinhold Messner interviewedwho realized he would have been lost in his expiditionsif his team had not exactly the same motivation as he himself. Just such extreme examples show how important the good interaction of a team in Company is.

At the TALENTpro 2019 we had, organized by the Süddeutschen Newspaper, a very exciting panel discussion on the topic of cultural fit. The whole thing was moderated by Raoul Fischer, my co-supporters were Marcel Rütten and Christoph Athanas. In the end, our result looked like this: Culture and values ​​are extremely important for employers and applicants, but depending on the perspective, different values ​​are in the foreground.

Digitization and humanity

That's exactly what the 17 shows. "Recruiting Trends" Study by the Center of Human Resources Information Systems (CHRIS) of the Universities of Bamberg and Erlangen-Nürnberg and the career portal Monster. Her motto this year: digitization and humanity go hand in hand and bring the industry forward.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

As the CHRIS data are collected over such a long period of time, the study claims to be able to analyze developments over years and distinguish real trends from short-term modes.

Cultural Fit as an employer branding hype?

And for my concepts, one should urgently take care that Cultural Fit does not become a mere marketing topic: As it becomes more and more difficult to find employees with the right hard skills, technical development is looking for employees who can learn on the job and provide the necessary conditions for this.

And since this is a very spongy area for many with many potential faux pas, there must now be an objective as possible method, so that the recruiters do not have to decide on gut feeling. In addition, there has recently been a rather exciting discussion at Twitter regarding an interview in the time in which a female staff member said that she does just that: to decide gut feeling.

Cultural Fit - old wine in new tubes?

In fact, the term Cultural Fit is actually nothing new, it's just old wine in new tubes. Because of course it sounds great to find the right employees.

The basic problem, however, are the values, by the way also a trend topic at the moment. So not the values ​​per se, but the way these values ​​are handled. All management consultants and companies talk about values ​​and how important they are.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

What values ​​do companies represent?

But are companies even clear about which values ​​they represent? And do you even hit the nerve with the applicants with these values? Let's take a look at the latest figures in the CHRIS study.

Accordingly, cultural values ​​are particularly important for applicants. Top 3 are:

  1. Mutual appreciation
  2. Open communication culture
  3. family-friendly

But: A maximum of half of the surveyed employees sees this as implemented by employers. By contrast, 86 percent of companies think that these topics are well implemented.

Different perception among applicants and employers

How different the perception is, shows a look at the topic of teamwork: Entire 100 percent of companies think teamwork is important. Applicants do not consider teamwork at all important.

If you take a closer look, in which jobs is team work really important, then you have to look at the times in the hotly contested market for IT professionals: Many developers prefer to work alone to get their baked goods. For which jobs is team ability important? And for what empathy?

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Employees in Spe: suitability for the job or for the team?

And often enough, the suitability for the job is checked, for example in assessment centers - but the focus is less on whether the employees even fit into the team. It is no coincidence that employee referral programs have been constantly on the hurry in recent years. In short, it makes perfect sense to look for the right employees, but you have to be clear as a company, who or what you are actually looking for exactly.

Another problem is how these values ​​are communicated at all - eg on the website or in job advertisements. Usually it is spongy about any values ​​such as innovativeness or employee orientation fabulated, including you can then imagine anything as an applicant. Often these beautiful formulations do not even correspond to reality.

Employer: respect spongy communication

Yes, even most job advertisements are so spongy that applicants can at best guess the values ​​and intentions. This is due to several factors:

  • Too many cooks spoil the porridge
  • Legal requirements
  • Or politically incorrect values ​​- for example, Kindernothilfe has an easier time communicating positive values ​​that everyone contributes to, for example, a producer of canned meat.

But if job advertisements were more honest, many would also find suitable candidates.

What are you looking for: Companions for the journey to the sunny South or South Pole expedition?

Imagine that Reinhold Messner would be looking for fellow combatants for a dangerous South Pole expedition or for a trip to the South - that would make a significant difference ...

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

It is possible, however, that something will inevitably change here as a result of automation: According to the CHRIS study, the machine readability of job advertisements is considered one of the most important digital topics of the future. 90,9 Percentage of companies see this as the most important feature of a job advertisement to appear in search masks such as Google Job Search in five years or to be found and processed by job-referrers.

Cultural Fit and Diversity - how does it work?

Finally, when it comes to Cultural Fit, the question of diversity always crops up. Fittingly, we had not touched on this topic in the discussion, but were then questioned from the audience.

Since you have to ask yourself the fundamental question: Is this even desired in companies? For example, several years ago, I was looking for interview partners on mixed leadership - and how exactly this works in the company. Mixed leadership companies also declined: "We are not ready yet".

Employee Referral Programs On the Rise: More of the Same?

In practice, it is easier for employers to adjust more of the same, so that a certain efficiency is bleached out, especially in times of crisis. Anyone who says otherwise, of course, has a good PR theme.

The increasing number of employee referral programs identified by the CHRIS study in many companies also shows that this particular type of cultural fit will be promoted in the future, no wonder, as it ensures that employees also fit into the team ,

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

New competition for the HR departments?

One sees such developments: The classic HR departments are getting more and more competition. But so far, only 4,5 percent of staff are afraid of being automatized away soon. But you should have them in my opinion:

Seven out of ten companies (top 1.000 and IT) assume that JobRecommender will be used more frequently in the future. Also, five out of ten candidates find this development good. However, as with other topics, there is also a clear discrepancy between the expectation of what will prevail in general and one's own plans.

More Digital Career Consultants in Business?

For example, only one out of every ten of the top 1.000 companies and IT companies plans to set up a corresponding offer in the future.

Companies are also predicting a big increase for digital career advisers: Every tenth Top1.000 company claims to offer digital career counselors. In contrast, however, is the current trend, which has been declining slightly since 2016 and has fallen from 3,3 percent to 2,4 percent.

Crass mismatch: Employees distrust their own HR departments

Bad for HR only, according to the study, employees do not trust their own recruiting departments because they are the last people they talk about with their career plans. Much rather they talk to the recruiters of the competition.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Here, the barking of staff should be loud and maybe the real task of HR is in the future: recruiting and administration of employees will be more and more automated. On the other hand, HR professionals have to go more and more into the departments, pushing the digital change, promoting innovative forms of work, and frightening employees.

Conclusion: Where will human resources management stand in the future?

I do not even see this last step in the HR scene. At that time I am still much too concerned about one's own status, the personal role-finding and ultimately also the preservation of vested rights, and yes, ultimately, they also complained. Or why is it necessary to put whole events under the motto "Proud to be HR".

As far as the cultural fit is concerned, it is important for both sides that companies and employees fit together and it makes sense to develop mechanisms beyond gut feeling here. Nevertheless, one should not expect miracles from the Cultural Fit method.

Text as PDF, book or eCourse on the topic or personal advice

Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Book on the topic with discount: This text is also available in book form and you can buy the title here in two languages. You can also preview the book first look at and then purchase directly on the book page with a 20 percent member discount.

German edition: ISBN 9783965960282

5,99 Buy directly

English version: ISBN 9783965960299 (Translation notice)

5,99 Buy directly

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Petra M.

    I have listened to your panel in Munich on the topic, really very exciting, thank you for the critical comments.

Post a Comment

Your eMail address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.