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March 30, 2017 | Leave a Comment
According to a survey of 2,100 CFOs by the Society for Human Resource Management, 41% of hiring managers estimate that hiring the wrong person costs the company thousands of dollars.
Bad hires may not get along with coworkers, require more time from management, and impact the morale of an entire team.
On the other hand, a good hire can increase retention and enhance employee performance. A good hire will fit with the company’s culture, increasing the team’s alignment with leadership and creating a positive work environment where all members share a common purpose and similar attitude.
How to find employees that fit
Companies looking to hire individuals that fit with their culture must first identify and understand it.
If an organization works virtually over an instant message platform, a qualified candidate who has no experience collaborating over team-based apps and prefers face-to-face meetings may not be the best fit. If a company has flexible work hours, where many employees work at different times or from home, a candidate who prefers structure and consistency may not be the right fit, either.
Before beginning the hiring process, identify the aspects of your company that make it unique. Ask employees how they would describe your company’s culture.
Once you identify what makes the organization successful, you will know what to look for during the selection process. This technique is also helpful in avoiding hiring discrimination allegations because you have defined the key characteristics of your culture, which help you logically and fairly justify your hiring decisions.
Hiring managers can ask applicants to fill out a questionnaire before scheduling a formal interview, giving employers the opportunity to ask questions about traits you cannot train someone how to do.
Think about your company’s values and the competencies current employees have that match with your culture. Ask behavior-related questions, such as examples of situations in which candidates faced dilemmas or problems and successfully overcame them.
When candidates don’t fit the culture
While depicting your culture accurately will allow employers to identify bad hires, it will also allow candidates to filter themselves in or out based on how you describe the company in job postings and throughout the interview process.
However, during the hiring process, you may realize that an individual is not a good fit. Poor hiring decisions can be extremely costly for your company, in terms of business interruption, wasted recruiting and training resources, and lower employee morale.
To ensure you are following best practices, keep these tips in mind:
- Human resources should stay on top of monitoring, learning and studying the culture of the organization, and then design policies that align with the culture.
If the company promotes itself differently than how the culture really is, then prospective employees will be lured in under false pretenses. If employees realize that they’ve been sold on a company inaccurately, they will probably leave shortly after being hired and will lack the morale needed to succeed while they are still there.
- Before beginning the hiring process, ensure your HR department is up-to-date with hiring legislation or consult a third-party HR expert.
Emphasizing a company culture can become a legal exposure with regard to compliance audits and discrimination accusations. If you do not hire someone based on the fact that they “did not fit in with your culture” but have no quantitative proof to back this up, your organization may be held liable for discrimination or failure to comply with equal hiring provisions.
Maintain accurate records of all your hiring decisions. During an audit or discrimination claim, you will need to produce valid justification for your decisions.
Culture is the unifying element that holds everyone in an organization together. Unlike an established mission statement, culture encompasses the written and unwritten behavioral norms and expectations of those within the company.
Culture can also set one company apart from others, and it can include the value of work-life balance issues, the way the company is organized, the extent to which leaders follow through on mission statements and many other factors.
In order to maximize the benefits of considering culture throughout the hiring process, HR should constantly be asking if the organization is truly what it claims, if it needs to modify the culture to be more competitive, and if it is remaining compliant with all hiring laws.