Culture fit and personality

You measure your organisational culture with a scientifically grounded test, per team or per department. Every candidate takes a short personality test. The matching puts both side by side and shows how someone relates to the team you are hiring for. So you decide on data instead of on gut feeling after a single interview.

The Competing Values Framework, measured with the Organizational Culture Assessment Instrument, is one of the most used and most researched models for organisational culture. It describes culture across four dimensions: collaborate, create, compete and control. Almost every organisation has some of all four, and it is the balance between them that makes your culture recognisable.

You invite your employees to take the culture test. They fill it in individually, and you get a profile at organisation level and per team or department. You can repeat the measurement later and follow the evolution, for example after a reorganisation or an acquisition.

Nothing extra. The culture measurement and the personality matching are included in your vacancy price. External assessments typically charge tens of euros per candidate, and that is exactly what we make unnecessary here.

A few minutes per person, on a phone or a laptop. The more colleagues take part, the more reliable the picture, but you do not need a full response rate to start. You can happily begin with one team and expand later.

It compares how managers see the culture with how their team experiences it. Where those two are far apart is often where turnover and frustration come from. It tends to be the most confronting and the most useful screen in the whole culture dashboard.

A short test based on the Big Five model. It measures no right or wrong and is not a selection instrument on its own: it describes how someone works and communicates. The result is compared with the culture profile of the team you are hiring for.

Because most early leavers are not about capability, they are about fit. Employers who screen on culture fit before hiring see up to 32% less turnover among new employees. Someone who fits the way the team works stays, even when the first weeks are hard.

Yes, and that is exactly where it gets interesting. The culture on a production line is rarely the same as the one in administration. You create departments, compare their profiles and link the right culture to the right vacancy, so the matching is accurate per role.

Yes. CVF and OCAI were developed academically and are widely validated in organisational culture research, and the Big Five model is the best supported personality model in work psychology. We did not invent a theory of our own: we made existing, tested models usable inside the hiring process.