Mona Berberich, Digital Marketing Manager at Better Weekdays, writing for TLNT, discusses corporate culture fit in a recent post. Recruiters and employers today are searching for more than just candidates with the right job skills when thinking about effective recruiting solutions. They must find candidates with passion, intellectual curiosity, and culture fit. But Mona talks about how a study by Cubiks found that more than half of 500 survey respondents said their organizations don’t have a defined corporate culture. Check out her blog post “The New Hiring Mantra: Finding Candidates with Great Cultural ‘Fit’.”
Mona stated that effective recruiting solutions involve the understanding that company culture is necessary in order to assess and measure cultural fit in candidates. The Cubiks study shows that employers recognize the importance of cultural fit for their workforces but less than half of them currently measure cultural fit during recruiting. She suggests that using cultural questionnaires would reduce subjectivity in the recruiting process and give recruiters and employers a good tool for ensuring culture fit before hiring decisions are made.
Clear Definition of Company Culture
I wholeheartedly agree with Mona that a cultural questionnaire is a good tool to help determine cultural fit in candidates, and that a clearly defined culture is necessary, regardless of the specific recruiting solutions that you employ.
If your company doesn’t have a defined corporate culture, how can you assess whether candidates will be a cultural fit with your organization?
Will you go on a gut feeling about whether a candidate will fit in with your employees, work environment, policies, and procedures?
Will you ask the candidate if he or she thinks there’s a good fit?
How do you describe your company to others such as customers, friends, and associates?
The clearer the definition of your company culture, the easier it is for your existing recruiting solutions to be effective at attracting suitable candidates.
Objective Assessment of Cultural Fit
Corporate culture varies from organization to organization. A huge financial services company will have a different look and feel than an internet retailer like Zappos!. But all company cultures are defined by expectations, work environment, work styles, organizational structure, policies, procedures, and business strategies. While Zappos! values their culture of customer service and pins their profits to it, an organization in the financial services industry may instead value financial performance.
Culture-based recruiting solutions include behavioral interviewing. Behavioral based interviews are an excellent means of assessing how a candidate has worked and behaved previously, and what the candidate’s values and preferences are at work. Look to a company’s values and mission statements, corporate strategy, marketing materials, policies and procedures to help define culture if there is no documented defined culture.
A documented culture definition will help in the task of developing a culture questionnaire to use in objective assessment of cultural fit. It should ideally be part of the company mission statement, or a separate culture statement. This type of documentation would be the foundation of a cultural questionnaire to use with candidates to determine fit, with such questions as “We value customer satisfaction at XYZ Corporation. Tell me about an experience that you had that involved exemplary customer satisfaction” and “Our employees are empowered to think outside of the box and expected to contribute creatively with ideas, opinions, and research. Have you worked this way before?”
When culture fit is built into a company’s palate of recruiting solutions, the hiring process becomes that much more refined and effective. Mona Berberich believes these practices allow hiring managers and recruiters to save time and money while achieving measurable recruiting outcomes, and I couldn’t agree more.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.