This document discusses the importance of assessing cultural fit during the hiring process. It argues that cultural fit may matter more than skills and experience when hiring new employees. It provides four tips for hiring for cultural fit: 1) Cast a wider net in recruitment by considering candidates from different industries and backgrounds. 2) Ask culture-driven questions during interviews and have an answer key to evaluate responses. 3) Make the organization appealing to candidates by highlighting the culture. 4) Consider creating a new role for an exceptional candidate who may not perfectly fit an existing opening. Hiring for cultural fit can help build a strong, diverse workplace with lower turnover.
2. Every organization wants a friendly, hardworking,
and diverse workplace. It’s easy to map out your
culture goals on paper, but what about the people
who live it?
WHAT’S THE BEST WAY TO ASSESS
EMPLOYEES FOR CULTURAL FIT?
3. Recruiting can be one of the most time consuming
and expensive processes organizations go through
each year, making it sting even more when you
realize 90 days in, you hired the wrong person.
Is there a way to get more insight
when matching a candidate to your
organization? Yes—by thinking
culture first, skill set second.
YOU’RE HIRED?
4. Why hire for cultural fit?
By hiring for a cultural fit, employers can more
easily weed out poor candidates and in return,
spend more time making an investment and
building on culture. Positive work culture is the
most important aspect of an organization; it
makes sense to hire people who appreciate
and connect with your organization’s values.
5. - Carina Wytiaz
“
”
The best hiring managers have
hired for fit all along. They are
the ones who build teams with
lower turnover and better work
product.
http://blog.octanner.com/leadership/recruiting-top-talent-hiring-for-fit
6. TIPS ON HIRING
FOR CULTURAL FIT:
1. Cast a wider net in recruitment
2. Ask culture-driven questions
3. Be appealing to candidates
4. Consider creating a job for a great candidate
7. 1
CAST A WIDER NET
IN RECRUITMENT
One of the paradoxes of recruitment is
whether to hire a specialist or generalist.
Specialists can skip the training and get
straight to work, but may not have other
attainable skills for career advancement.
On the other hand, generalists will take
more time to train and develop, but could
have other traits necessary for long-term
commitment to the organization such as
leadership skills.
So how do you combat this issue?
8. RESUME
When sending out the job posting, consider and interview
candidates outside the spectrum of what you’re looking for.
Look for people in different industries who have traits that
the organizational culture is built on. Chances are, it’s easier
to find a workable personality than someone with the skill
set AND a workable personality.
RESUME
9. 2
ASK CULTURE-DRIVEN
QUESTIONS...
What are culture-driven questions? They can
vary from an applicant’s approach of work
conflict, to work/life balance, and even to
their sense of humor. Ask prospective hires
to design their own job and give you the
job description. Be creative and think of
questions you like to answer in order for
someone to get to know you better.
http://blog.octanner.com/leadership/recruiting-top-talent-hiring-for-fit
10. ...AND HAVE AN ANSWER KEY
FOR REFERENCE
There’s no point in asking questions if you don’t have a
general idea what the right answer is. Employers need a
guide to let them know good answers from mediocre
ones. Talk with current employees to get a sense of right
and the wrong answers.
http://talent.linkedin.com/blog/index.php/2014/08/hire-for-organizational-culture-fit
11. “
”
The trick to building a creative, modern
workforce might be asking all those
silly questions—What’s your favorite
movie? What’s your favorite book?
What makes you uncomfortable?—and
valuing most highly the answers you’ve
never heard before.
http://www.businessweek.com/articles/2013-01-03/job-applicants-cultural-fit-can-trump-qualifications#p2
12. 3
BE APPEALING TO
CANDIDATES
Chances are, great candidates will have
multiple job offers. You, as an organization,
need to be appealing to candidates and offer
some sort of company resume to your
applicant. It doesn’t need to be a sales pitch
or advertisement, but the organizational
culture that you're trying to instill should
speak for itself. Also, don’t be afraid to
actively recruit in less common areas where
enthusiastic workers can be found.
13. “
”
ON JOB POSTINGS:
Text alone won’t grab a job seekers’
attention. Create a visual experience...
Videos help you communicate your
employment brand more clearly than
any other medium, because potential
recruits get to ‘see, feel, and hear’ what
it’s truly like to work at your organization
from the employees and leaders
themselves.
http://thehiringsite.careerbuilder.com/2011/11/21/do-this-not-that-8-job-posting-tips-for-better-candidates/
14. 4
CONSIDER CREATING
A JOB FOR A GREAT
CANDIDATE
Say you interview a great applicant who may
not fill the job description exactly but is
someone you still want to employ. Consider
making an investment in the person and fit
them in a position that they can better fulfill.
If their skill set is worth obtaining and will
increase cultural dynamics in the office, the
value they can add is worth bringing them
on board.
15. The best way to assess for cultural fit within the organization is
during the hiring process. Keep an open mind when looking
through those stacks of resumes, searching for outstanding
people over box checkers. Identify varied, diverse backgrounds
that can indicate a willingness and capacity for learning.
Follow these tips to find applicants with the work
experience and personality that will complement
your diverse workplace.
RESUMERESUME
17. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner helps the world inspire and appreciate great work.
Through our innovative cloud-based software, tools, awards,
education, and research, we provide thought leadership and
strategic recognition solutions for thousands of clients globally.
Designed to engage talent, increase performance, and drive
corporate goals, our solutions create personalized recognition
experiences delivered through a smart technology platform.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values,
and sound business principles.