Most people will agree that employees are one of the most important factors in an organisation’s success, and having a successful hiring strategy in place is crucial. Here’s our top tactics to hire for culture fit in your business.
As many will agree, employees are among the most important elements of your business and brand, and having a successful hiring strategy in place is crucial. Get it right, and your people will drive your business forward, help you achieve your goals, and delight your customers. Get it wrong,and you can be left facing problems with morale, motivation and team cohesion. Someone who doesn’t fit in with your company culture can have a detrimental effect on performance, and hiring the wrong person can be a costly mistake to correct.
So what is the right fit –and how do you find out if an experienced, well-qualified candidate has the qualities that will ensure they slot into your team and align with the organisation’s vision and values? Here’s our top tactics to hire for cultural fit in your business.
Create job adverts that will attract “culture fit” candidates
It all starts with the job post. When recruiting for a new role,your job advert should aim to communicate your company vision and give jobseekers a glimpse into the workplace culture. The language of a job post should reflect your brand–if your culture is quite corporate, use formal language, and if it’s more laid-back, use more conversational language. You can also give candidates an idea of the culture and why your workplace is unique by including detail in your recruitment advert; for example, mentioning the office ping-pong table or regular social events will show you value fun and that ‘team’ is important. This detail not only gives candidates a better idea of what you offer as an employer, it helps them assess whether your values reflect their own.
Ask the right interview questions
The interview stage is a golden opportunity to assess whether an applicant fits into your workplace culture.A candidate’s CV can give you an idea of whether they’re a potential fit, as their Personal Profile section may describe their goals, strengths and approach to work-but an interview lets you dig a little deeper.
Interview questions are not just designed to gauge the interviewee’s personality and strengths; they can also be used to determine whether they will fit into your company culture and motivate the people around them.
Here’s five examples of culture-fit interview questions:
Include personality assessment tests in the hiring process
For some employers an applicant’s personality and qualities are just as important as their work experience and job-related skills. If a person has the right skills but doesn’t fit into your company’s culture, they can become frustrated and disengaged, leaving you faced with the cost of re-hiring when they move on.
An analysis spanning multiple UK industries found that over 90% of workers in the UK experience workplace
stress, with workload, job insecurity and conflict with colleagues and managers among the most common
causes. Stress or demotivation at work can aggravate employees' pre-existing physical and mental health
conditions and affect their lives outside of work too.
A job interview is the most important step in the recruitment process, and you’ll want to create a positive
interview experience for all candidates, whether or not they are successful. A recent LinkedIn survey found that
83 per cent of candidates would change their mind about a role due to an unsatisfactory interview, while 87 per
cent of candidates reported that a positive interview experience would make them more likely to accept the job.