10 Screening Tips to Find a Cultural Fit
Poor hiring decisions can be extremely costly for your company. Whether your technology firm has an in-house HR team or is currently outsourcing these services, bad hiring decisions affect your bottom line in more ways than one. They can lead to a variety of costs including business interruption, lower employee morale, as well as wasted recruiting and training resources – just to name a few. Often times, companies experience situations where an individual isn’t a good fit, or a new employee may leave if the job doesn’t match their expectations. In both circumstances, many of these separations are due to the fact that the hired individuals didn’t fit the company culture. Essentially, this led to a lack of productivity, creativity and morale.
Culture is the unifying element that holds an organization together. Unlike an established mission statement, culture is an unwritten, intangible sensation that is carried on by those within the company. It can set companies apart and create competitive advantage by simply valuing work-life balance, organizing the company in an unconventional way and hiring leaders who fully follow through on core missions and goals.
Ultimately, if the fit isn't right between the company and individual, both will lose interest and the relationship will probably fail. Developing a screening process that integrates prescreening based on your company culture can be accomplished with the following steps:
- Ask employees at all levels of the organization how they see your company culture to clearly define your company’s culture. This technique is beneficial in avoiding hiring discrimination allegations because “culture” is more defined and concrete, which can help you better justify hiring decisions.
- Create a brand to describe your organization to potential employees.
- Have job candidates complete an online assessment to evaluate their qualifications, personality and other factors. Use properly validated assessments that meet legal and professional standards.
- Ask behavior-related questions about traits that you cannot or do not want to train someone how to do such as being self-motivated and possessing integrity. Questions should determine if candidates have values and competencies that match with the company’s culture.
- Role-play during the interview process to observe candidates in action. Or, allow them to try out the position for a day after the interview and reference checks are complete to see if it seems like a good fit for them and for you.
- Know the laws applicable to hiring.
- Create metrics for measuring cultural fit by determining cost-per-hire, time-to-fill and quality-of-hire data.
- Make sure management is trained on how to properly interview for behaviors.
- Maintain accurate records of all your hiring decisions. During an audit or discrimination claim, you will need to produce valid justification for your decisions.
- 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.
With any pre-employment activities, there are several legal issues to consider. Contact Assurance to discuss your cultural fit screening plan with a trusted advisor.
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