Corporate Culture and Performance: 6 Tips on Hiring the Right Fit
Finding the right employee to match your corporate culture and performance expectations can be a challenge for businesses in any industry. The benefits of bringing on a "good fit" are clear – enhanced job satisfaction, improved performance and productivity, and the likelihood this employee will want to stay with the company for a long time.
The question is, how can you attract the right person for the job who also fits in with the company’s culture? Here are six helpful tips to consider:
1. Start by promoting the culture. If prospective job candidates don't know anything about your culture, how can you expect to interest them when you have to fill an open position? Take a look at any of the pages on your company website that you use in your hiring efforts. Is it filled with bland content or stock photos that don't accurately reflect the nature of your workplace? If so, consider revamping these pages and focus instead on offering a compelling vision of employee career growth opportunities, a view of the workplace environment, and other examples of business culture that job seekers will likely find attractive.
The same approaches can be used on your company’s social media channels. Highlight the work of outstanding employees, and share images and videos of employee events, both on- and off-site. Gradually build up a portfolio of material that demonstrates the lively, collaborative nature of your business.
2. Sharpen your candidate interview process. An outdated interview process can hamper your search for the right employee fit. In addition to using a prepared set of interview questions to find out about a job seeker’s qualifications, engage in some give-and-take about their work experiences and the nature of your workplace. Share details about the types of employees who work for you and how they exemplify the company's mission and values. By being clear about what you're looking for from the start of the hiring process, you're more likely to attract candidates who meet your needs.
3. Clarify anticipated deliverables. Every position should have a pre-defined list of deliverables to be met during the initial months of employment. Use this list to assess the job candidate's skill level and willingness to adapt to a new culture. Tell the job candidate specifically what's expected in this position and let them describe how they would go about achieving those objectives.
4. Look closely at the prospective employee's soft skills. While the top priority might seem to be finding someone with the right skills for the job, an individual's interpersonal abilities might be equally important. A candidate who is adept in certain situations – working well with co-workers and/or displaying superior customer service abilities – can often be just as valuable as someone who simply meets the skills required of an open position. A series of interviews with open-ended questions is a great way to evaluate those social and interpersonal skills, and determine an individual's capacity to be a great team player.
5. Conduct a skills assessment test. You may already have an across-the-board skills assessment test in place, but to hire for a specific position, a job-specific assessment test might be more effective. This test should center around actual job responsibilities and daily work tasks associated with the open position.
6. Take a tour of the workplace. If a candidate shows genuine promise after interviews and skills assessment tests, there's no better way to introduce him or her to your culture than by giving them a tour of the workplace. Real-time encounters with team members, either one-on-one or by sitting in on a staff meeting, can give the candidate a feel for what life is like in your company on a daily basis. If the candidate is energized by the experience, you can do a debriefing to get further insights into his or her potential for the job. If, on the other hand, the candidate seems turned off by the experience, the hiring decision may already be made for you.
Hiring for fit isn't easy and does require special attention. But considering the cost of frequent employee turnover, the investment could be well worth the time and effort.