ABSTRACT
This study digs into the tricky choice between hiring peeps who vibe with the company culture or those who rock the job skills in today's workplaces Culture fit emphasizes being in sync with the company's core values, how people act, and the company's goals, which helps people get involved, work well together, and stick around for the long haul. skill fit is all about having the right tech skills and being able to hit the ground running, especially for jobs that need specialized know-how the paper takes a look at the pros and cons, and what it all means, using theories like Person-Org Fit, Resource-Based View, and Schneider’s ASA model. Case studies of Zappos, Deloitte, and Google show how these companies manage to juggle these different aspects in real life. The findings show that if you only focus on culture or skills, it can mess up the whole team's performance because of stuff like everyone thinking the same way, people leaving a lot, or just not fitting in with the vibe. We should go for a mix of hiring styles, set up proper interview processes, have a solid on boarding plan, and keep training up to speed to keep things even the paper wraps up saying the best way to hire really hinges on the industry, where the company is at, and what they're aiming for in the long run, with HR being super key in making sure the hiring process is fair
Key Words: Culture Fit, Skill Fit, Strategic Dilemma, Engagement & Retention, Hybrid Hiring Models
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