Underlying values, what do we mean by this? To put this into perspective for you, as human beings we have interests, hobbies, activities that give us purpose in our spare time. And as Recruiters, we look at recruitment as a ‘skillset finding mission’ and ‘culture fit’ and sometimes we overlook the candidates’ inner values, morals and passions. Like the interests we mentioned above.

At the end of the day, we are still human. We have interests outside work-life, we have interests that are not related to everyday working world and we have religious values that do not tie in with the ethics of a company, or moral values of a management team. And that’s okay.

Yes, a job is a job. It helps put food on the table. But a job doesn’t just have to be a job. In some way, it has to be a way of life. Like that such as adopting a healthy lifestyle, your job should also be like that. Whether you are career driven, comfortable in your place of work, happy in your working environment, the company should (in somewhat way) provide you with some notion that they value your morals and interests outside of work.

As a recruiter, asking ourselves questions like:

  • Can a candidate who has a passion for cycling be beneficial to the brand?
  • Someone applying for a maintenance position who has a knack for carpentry and woodwork be someone worth considering?
  • Would a candidate who loves decorating their house be a good fit for a sales role within the décor industry?
  • Would someone whose religious beliefs be a good culture fit for a company who recognizes a certain religion and the importance of family?

Taking a candidates’ interests, values and morals into consideration when determining whether the fit between them and the client will be beneficial, is something we should all practice.

Culture fit is also about the candidates underlying values, what they believe in and how they go about their daily life would also be a deciding factor for the candidate. A blog written last year, which pertains quite nicely to what we’re trying to get across, is about value-based recruitment and it explains how many employees and companies need some form of mutual interest in order to have a symbiotic relationship that benefits both parties. Check it out: The Ultimate Guide To Value-Based Recruitment .

So, when deciding on your next move, when attending an interview, find out more about the company (vice versa for companies looking for talent) and what their take on certain values are.

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