3 great strategies to attracting and retaining great candidates who fit your company culture.

March 1st, 2017 at 9:02 am in #, #, #, #, Hiring for culture fit, Hiring strategy, Uncategorized by Paris Petgrave

The number one reason for employees failing is due to the candidate not being the right fit for the company culture. No matter how much effort you put into your recruitment strategy, hiring someone who is a poor cultural fit is expensive and disruptive. Research indicates that the cost of a bad hiring decision can be as much as 2.5 times the employee’s annual salary.  

Here are three solutions to the typical problems we face when hiring candidates who fit your company culture.

  1. Identify the authentic culture within your existing teams.

The problem

Too often company employer brand conveys the aspirational culture or core values of the company instead of the existing ones, this is far worse than having and communicating no values or company culture at all.

Candidates are given a great pitch but when they arrive for their first day at work they get a shock as what it is actually like to work there is completely different to what has been sold.

When your employer branding, core values and aspirational culture do not reflect the authentic culture this will inevitably lead to high employee turnover, low productivity and low employee engagement, all of which costs companies millions each year.

The solution

Assessing the values and behaviours of existing employees with culture assessment tools can help you identify the culture within specific teams and departments.  Benchmark your top performers and use data and predictive analytics to help you identify the main values and motivations you are looking for in new employees.         

2.Establish an authentic Employer Value Proposition ( EVP) which is championed by existing employees.

The problem

Companies who are unable to showcase their authentic culture to prospective hires face the danger of hiring those who do not share their real values. Hiring people who are a poor fit will leave you with employees who are less engaged, have greater sickness-absence, are less productive and are likely to leave quite quickly.

The solution

Use existing employees to champion your authentic culture. Existing employees make great brand ambassadors for a number of reasons. Firstly, no-one can describe the organisation better than the employees that live and experience the values and culture of the company on a daily basis.

Candidates considering working for you will trust and value their opinion far more than the HR, recruitment or marketing department as it will be seen (and often is) to be more authentic.

The content you create here is also highly valuable as it will not be relevant to your competitors and therefore be exclusive content to drive your brand.

  1.  Screen applicants for their values and motivations, not just experience and competencies.

The problem

A candidate can have great credentials and experience but if they do not fit the company culture they are unlikely to engage with or stay in the company for very long. The average time millennials stay with an organisation is 2 years. This is drastically reduced if the role/culture does not align with their personal values.

Solution

Screen prospective hires for their values, not just their skills and experience. By doing this you will be more likely to attract, hire and retain the best possible people for the job role and the company culture. Screening for values will also improve your employer brand.

 

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