Whatever happens to be your most favorite Sourcing Strategy for IT, don’t get too wrapped up in searching for technical skills and forget about Culture Fit.
Culture fit plays an important part in successful hiring. Identifying and defining your company culture is the first step in using culture fit for recruiting.
Integrating culture fit into your IT recruiting process involves interviewing for fit with behavioralSourcing Strategy interview questions focused on company culture. Some companies, like Google, believe in cultural fit so much that they make it part of every single hire. Let’s take a deeper look at IT Sourcing Strategy and Culture Fit.
Identify Your Company Culture
Company culture is a combination of the unique beliefs, practices, and behaviors in your company. It may be part of a strong brand or it may be the force behind the mission statement. It can be found in the work environment and how the employees talk about their work. If you’re unsure of your company culture, it can pay big dividends to conduct a culture audit to identify cultural attributes unique to your company. You can hire a third-party survey administrator to get straightforward responses about the company, or you can try including a culture audit in the performance evaluation process. Then use culture fit to screen candidates, selecting only those with preparation, experience, and beliefs that match the company mission, work styles, and cultural personality. Remember, an IT sourcing strategy should not just be about technical skills.
Integrate Culture into Recruiting
Understanding the true nature of the company culture gives you a blueprint for integrating culture fit into recruiting processes and your sourcing strategy, such as candidate selection and interview questions. Use an accurate definition of your company culture when screening candidates and in behavioral interviewing. For example, consider the communication and leadership styles most prevalent in your company, and the company’s cultural “personality” such as family business, cool tech, or conservative. If your company culture has consistent, strong communications throughout, resumes of candidates who are good written and verbal communicators should go in your “A” pile. During interviews, use behavioral-based questions to ask about candidate experience, preferences, opinions, and feelings about aspects of your company culture, such as “Leadership is an important part of our company culture. We have a progressive succession plan supported by a leadership development program. How would you define your leadership experience and style?” Remember that your sourcing strategy does not end with the acquisition of candidates. A successful candidate sourcing strategy must also extend into the qualification stage.
The Dark Side of Culture Fit
While hiring candidates who fit with your company culture may be the latest recruiting trend, beware its downsides. An effective sourcing strategy should not implement hiring for culture fit at the expense of hiring for diversity and innovation. Don’t confuse group think, herd and hive mentality, or work-life blurring with culture fit. Be honest about your culture and its good, bad, and ugly aspects, and then evaluate how it balances with recruiting goals before your make it the focus of your recruiting practices. Make sure you really understand your company culture and if you should integrate it into recruiting before you prepare interview questions such as ‘If you could go three places anywhere in the world, where would you go and why?”.
Make sure culture fit really is as important as technical competency in your company. If it is, use it to hire the right people for the right jobs for a maximally effective IT sourcing strategy!
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.