Hiring for cultural fit is challenging enough, let alone doing it in a foreign country with its own unique values and workstyles. But get it right, and you’ll build an incredible team that resonates with your company mission.
Why Cultural Fit Matters in IT Recruitment
Finding the right cultural fit for your IT team in Romania is essential. The technical skills are important, sure, but soft skills and shared values are what will determine if a new hire thrives or struggles.
Why Cultural Fit Matters
When your company values align with a candidate’s, it leads to higher job satisfaction, better performance, and longer employee retention. People who share your vision and priorities will:
- Embrace your company mission and key goals. They’ll understand why certain decisions are made and the direction things are headed.
- Mesh well with your existing team. Cultural fit means cooperating, communicating, and collaborating effectively.
- Require less oversight and micromanaging. Employees with shared values will make choices that you support without constant guidance.
- Feel a stronger sense of belonging and loyalty. People who feel like a natural part of the team tend to stick around longer.
In Romania, as in any region, cultural fit comes down to identifying what beliefs and behaviors are most important to your organization. Then look for candidates that prioritize the same things, whether that’s a focus on work-life balance, passion for continuous learning, commitment to diversity and inclusion, or something else.
Discuss your key values and priorities openly and see how candidates respond. Look for enthusiasm and relevant examples of how they’ve demonstrated those values in previous roles. With cultural fit at the forefront of your recruitment process, you’ll build an IT team in Romania that shares your vision and is positioned for long term success.
Key Skills and Qualities to Look for in Culturally-Aligned Candidates
When recruiting in Romania, finding candidates who align culturally is key. Look for these qualities:
Strong work ethic. Many Romanians value hard work and perseverance. Ask about overcoming obstacles or achieving difficult goals. Candidates who emphasize diligence, dedication and resilience will likely fit well.
Loyalty and commitment. Look for candidates who show long-term commitment to employers, colleagues, or community. Those who value stability and loyalty make great long-term hires.
Humbleness and modesty. While Romanians take pride in their work, boasting is frowned upon. Candidates who speak humbly about their skills and emphasize teamwork over self-promotion are more culturally aligned.
Practicality and pragmatism. Romanians tend to be realistic, pragmatic, and practical. Candidates focused on practical solutions, logical reasoning, and feasible outcomes will mesh better with this cultural mindset.
Politeness and formality. Manners and etiquette are important in Romanian culture. Candidates who show courtesy, respect, and maintain a professional demeanor demonstrate good cultural fit. Look for those who value politeness, formality and proper etiquette.
Community-orientation. Romanians highly value community, relationships and helping others. Candidates involved in community organizations or volunteering their time and skills for good causes will likely appreciate the cultural emphasis on community.
By understanding what aligns culturally, you set your new hires up for success and build a cohesive, high-performing team. Focusing on cultural fit leads to lower turnover, higher job satisfaction, and better business outcomes overall.
How to Assess Cultural Fit During the Interview Process
During the interview process, assessing a candidate’s cultural fit should be a top priority. Some key things to look for include:
- Shared values. Discuss your company’s core values and mission to determine if the candidate’s personal values align. See if they mention any values that are similar or complementary. Shared values build a strong foundation for a good working relationship.
- Flexibility. The IT field is fast-paced, with ever-changing technologies and client demands. Look for candidates who can adapt to change, handle ambiguity, and pivot as needed to achieve the best outcomes. Flexibility and an open mindset are essential.
- Communication style. Pay attention to how the candidate communicates — are they concise, do they provide examples, do they ask clarifying questions, what is their body language like? Strong communication skills, especially the ability to communicate across cultures, are vital.
- Cultural awareness. Discuss the cultural diversity of your team and clients. Candidates with high cultural intelligence will have an interest in learning about cultural differences and be sensitive to them. They understand that culture impacts work styles, perspectives, and priorities.
- Problem-solving approach. Present a challenging hypothetical scenario related to the role and ask the candidate how they would solve the problem. Look for creative, collaborative problem solvers who consider multiple perspectives. The ability to solve complex problems jointly with colleagues and clients is key.
- Growth mindset. Choose candidates who are passionate about continuous self-improvement and learning. With rapid changes in IT, a love of learning is essential to keep skills and knowledge up to date. Candidates with a growth mindset will thrive in a dynamic work environment.
Using interviews to thoroughly assess cultural fit and soft skills, in addition to technical abilities, will help ensure you find candidates who will align well with your company culture and values in Romania. With the right fit, candidates can have a long, successful tenure at your organization.
Where to Source IT Candidates in Romania Who Are the Perfect Cultural Match
Once you’ve determined that cultural fit is a top priority in your IT recruitment process in Romania, the next step is finding the best places to source candidates who exemplify your company values. There are a few key channels you’ll want to leverage:
Referrals from current employees. Your existing staff know the company culture best and can recommend candidates they think would be a great match. Offer an employee referral bonus to encourage referrals.
Social media. Use platforms like LinkedIn, Facebook, and Twitter to build your company’s brand as an employer of choice for IT professionals in Romania. Promote your company culture, values, and available jobs. Engage with candidates who comment on or share your posts. Look for candidates whose profiles demonstrate an interest in the latest technologies as well as soft skills that align with your culture like communication, collaboration, and problem-solving.
Job sites. Post openings on popular tech job sites in Romania such as BestJobs, eJobs, and Hipo. Be very transparent about your company culture in the job listings and screen candidates thoroughly for cultural fit in the interview process. While job sites cast a wide net, the candidates you find may or may not fully appreciate your company values right off the bat.
With a multi-channel sourcing strategy focused on partnerships, referrals, and social media, you’ll be well on your way to finding IT candidates in Romania who are the perfect match for your company culture. Focusing on fit from the very start of the recruitment process will lead to hires that thrive and reach their full potential.
IT recruiting in Romania
By focusing on cultural values and soft skills in addition to technical abilities, taking the time to build genuine connections with candidates, and tapping into local talent communities, you’ll find ideal new team members. The rewards of getting cultural fit right are huge. You’ll end up with engaged, motivated employees who fully embrace your company vision. And in today’s globalized world, that can make all the difference in gaining a competitive advantage.
