Gain insight on how your organization’s culture impacts recruiting and retaining employees
Making Mindful Hiring Decisions Includes Cultural Fit
Great company culture ranks high on most candidates’ wish lists in our post-pandemic work environment. Many employees have had changes in priorities based on life in the pandemic and experiences they had during the shift to remote and hybrid work models. Now more than ever when organizations are trying to be mindful with hiring decisions and operating with a lean staff, the technical and cultural fits are critical to the health of an organization.
As the job market and workplace expectations change rapidly, recruiters must assess a candidate’s cultural fit. Not too long ago, candidates could only apply to jobs in a drivable radius, but now employees have the option to work for companies all over the country and vice versa. As the talent pools get wider, the alignment process acts as the catalyst to preserving an organizational culture.
Your Culture Starts Before Candidates Are Hired
The culture, engagement, and performance of your organization matters. When you think about those words, you likely envision your internal staff and how they live out your culture, how engaged they are and the type of performance they execute on a regular basis. But look one step earlier in the lifecycle when your employees weren’t your employees, when they were candidates in the market, with the ability to choose you or your competitor. That is where your culture truly begins, and the process should be exciting.
And Continues in Onboarding and Beyond
And culture does not stop with recruiting. It carries over to a strong onboarding and employee experience. Candidates and employees want helpful resources and to feel valued. In our competitive job landscape, they still have other options once they accept the offer. Employers should put as much into onboarding as they did in the hiring process, provide as many resources as possible, and seek the biggest opportunities for impact. The cost to replace an employee ranges from one to three times base salary. While your culture will hopefully bring in new employees, it can also retain them through a culture of growth, feedback, and strategy.
Many candidates in the market fit your skill criteria and your cultural values. Few candidates can meet both. A strong recruiting process is the first line of defense to preserving your culture — assessing the needs and wants of candidates against the needs and wants of the organization, and making calculated decisions as to whether someone has the potential to be successful within your matrix. Culture starts with recruiting.
3/23/2024
By Sam Bussard, Director, Talent Strategy, Compass
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