Hiring the right people who fit the company culture is crucial for the success of any business. However, finding the right fit can be challenging, especially for small businesses. In this blog, we will explore different strategies and approaches to help you hire the people that fit your business, including the role of offshoring or outsourcing and why it can be beneficial. 

Finding the right fit is crucial for the success of any business.

Defining Your Company's Culture and Values

Before you start hiring, it’s essential to define your company’s culture and values. This will help you identify the type of people that will fit in with your organization. You can start by describing your company without any buzzwords or jargon. Think of this as your company’s dating profile: It needs charm and character. This will help you attract candidates that share your company’s values and culture.  

Here are suggested steps to define your company’s culture and values: 

  1. Identify Core Values: Determine values aligned with your mission, vision, and goals, such as sustainability, respect, transparency, kindness, equality, and innovation. 

  2. Involve Leadership Team: Collaborate with leaders to define values, ensuring clarity and effective communication throughout the organization. 

  3. Teach Values to New Employees: During onboarding, educate new hires about your company’s values and their significance. 

  4. Emphasize Values in Communications: Regularly discuss values in company meetings and through various channels like newsletters and social media. 

  5. Recognize Exemplary Employees: Acknowledge and celebrate employees who embody your company’s values. 

  6. Regularly Evaluate Company Culture: Use surveys and employee feedback to assess your company culture, identifying areas for improvement and ensuring value adherence. 

  7. Adapt Values to Company Evolution: Stay flexible and adjust values as your company grows, maintaining a relevant and supportive culture. 

By following these steps, you can establish a clear company culture and values, creating a positive workplace that attracts and retains the right talent. 

Assessing Person-Organization Fit

Person-Organization (P-O) fit is the degree to which an individual’s values, goals, and work style align with those of the organization. Hiring for P-O fit can help you increase employee engagement and productivity, reduce turnover, and improve the quality of hire.  

The creation of a Person-Organization (P-O) fit standardizes your hiring process.

To ensure P-O fit, you can define what it means for your company, write compelling job postings, set your pre-selection process right, invite candidates to the office, improve your interview process, work towards your ideal company culture, use surveys and exit interviews to evaluate the impact of P-O fit and communicate your message everywhere. 

Organizational Structure and Hiring

Organizational structure is the key to sustainable growth. A clear organizational structure addresses many questions employees bring to work on their first day. Where do I fit in? Who’s on my team? Who do I report to?  

Treat the organizational structure as a roadmap for hiring and a framework for development. That way, you’ll make strategic hiring decisions that set new hires up for success and see the business grow. 

Here are some examples of organizational structures: 

  • Functional Structure: This type of structure is organized around job functions, such as marketing, finance, and operations. Examples of organizations with a functional structure include Amazon and Starbucks. 

  • Team-Based Structure: In this structure, employees are organized into small groups or teams that work on specific projects or tasks. Examples of organizations with a team-based structure include Apple, Cisco, and Google. 

  • Network Structure: A network structure involves joining the efforts of two or more organizations to deliver a common goal. This structure goes beyond internal company structure and focuses on external partnerships. 

  • Decentralized Structure: An example of a decentralized structure is Johnson & Johnson, where each business unit operates as its own company with high degrees of autonomy. 

  • Hierarchical Structure: This is a traditional top-down structure with clear levels of authority. It is represented as a pyramid, with the top-level executives at the top and the employees at the bottom. 

  • Flat Structure: In a flat structure, there are few or no levels of middle management between the staff and the leaders. This can lead to a more collaborative and agile organization. 

  • Matrix Structure: A matrix structure is a blend of functional and project-based structures, where employees report to multiple managers. This structure is common in project-based organizations. 

These examples illustrate the various ways in which organizations can be structured, each with its advantages and considerations. 

Promoting from Within or External Hiring

Filling most positions by promoting from within can be an effective way to ensure that you have the right talent to meet your needs. This approach can boost morale and retain organizational knowledge. It can also be more cost-effective than external hiring.  

However, promotion from within leaves additional vacancies and can foster unnecessary competition that could negatively affect team morale and cohesion down the road. 

Recruiting candidates from outside the organization to fill job vacancies can be advantageous to your business.

Additionally, organizations may be more interested in external talent than their own employees to fill vacancies because external hiring can bring in fresh perspectives, new ideas, and specialized expertise that may not be available internally.  

External candidates can also be drawn from a much larger pool of qualified candidates and can help ensure that the organization has the right talent to meet its needs. Plus, external hiring can be a quicker fit for roles that need to be filled urgently.  

Unfortunately, the trend of external hiring has created a cycle of companies hiring from their competitors and vice versa, so they have to keep replacing people who leave.   

According to statistics from the Bureau of Labor Statistics and the Census, 95% of hiring is done to fill open jobs. The majority of those openings are the result of employee resignations. According to LinkedIn statistics, professional growth is the main reason workers look for work elsewhere. This is undoubtedly connected to companies not promoting to cover open positions. 

 The root cause of most hiring, therefore, can be attributed to poor retention. Here’s one simple way to fix that: offshoring. 

Offshoring to Find the People That Fit Your Culture

Offshoring is a business practice in which a company moves different operational and service-related functions to other countries. This is primarily done to access a lower-cost labor market, access an additional professional workforce, or establish a business presence in a foreign country.  

Offshoring or outsourcing can be a viable strategy to find the right talent that fits your company’s culture. By expanding your talent search globally, you can access a larger pool of candidates and find individuals whose values and work styles align with your organization.

However, it’s important to consider the role of culture in offshoring or outsourcing success and failure and to place an emphasis on the people to increase the chances of finding the right fit. Here’s where offshoring or outsourcing to the Philippines comes into play. 

Why Offshore to the Philippines for the Right Fit

The Philippines has emerged as a top offshoring and outsourcing destination due to its large, English-speaking talent pool, cultural affinity with Western countries, and strong work ethic. 

The various reasons why Filipinos speak English well.

The Philippines possesses a well-educated workforce with a focus on English language proficiency. English is the primary language of instruction by grade 3, creating a large pool of English-fluent professionals. The country’s strong higher education system, high literacy rates, and diverse cultural influences contribute to a workforce adaptable to international work environments.   

The country’s history of Spanish and American colonization, coupled with a modern education system influenced by Western models, has fostered a cultural affinity with Western countries. The Philippines’ economic and political ties with Western nations, particularly the United States and Europe, further strengthen cultural and professional connections.  

Collectively, these factors make the Philippines an appealing offshoring and outsourcing  destination for Western businesses, facilitating seamless collaboration and communication due to shared language, cultural familiarity, and historical ties. 

Why Partner with iSupport Worldwide for the Right Fit

iSupport Worldwide is a leading offshoring and outsourcing partner that specializes in connecting businesses with top talent in the Philippines.   

iSupport Worldwide’s focus on building culturally aligned teams and their commitment to quality and professionalism make them an ideal partner for offshoring.  

They also have a proven track record of success in offshoring, with a team of experienced professionals who can provide businesses with the necessary support and guidance throughout the offshoring process.  

By partnering with iSupport Worldwide, you can benefit from its expertise in cultural alignment, talent acquisition, and employee management, ensuring that you find the right fit for your business. 


Hiring is a two-way street, and it’s essential to find the right fit for both the candidate and the organization.   

Do you think offshoring is an option for you to find the right people that fit your company culture?  

Click here for a no-obligation consultation to find out if offshoring can provide  you the people that fit your company culture.