How to Incorporate Company Culture Into Your Hiring Process

Company culture fit is a concept that can be hard to define, but everyone knows when it’s missing. Most employers understand the importance of culture fit in their organization, and research shows that people who fit well into their company perform better in their role, express greater job satisfaction, and are more likely to remain with the organization for longer.

Famously, Southwest Airlines screened job candidates in the 1990s based on their willingness to provide offbeat, fun experiences for passengers and similarly Starbucks today hires people based on their ability to deliver an experience aligned with their culture and brand - as well as make a perfect cup of coffee.

Think about your company: Do you know the values that are core to your workplace culture? And do you screen job applicants to see if those values are also important to them? It is essential for your hiring process to reflect your company culture so job candidates understand what they’re signing up for.

Articulate your culture from job description to offer letter

Once your company culture is defined, it should be expressed in all of your communication materials, including your website and recruiting tools. Your job description is most likely the first information job candidates will see about what it would be like to work for your company. Make sure it includes your mission statement and a description of your company culture and values. If leadership and diversity are important, include them. Any member of your organization involved in interviewing potential employees should also feel comfortable articulating your company culture throughout the hiring process.

Have candidates take a personality assessment

The Myers-Briggs Type Indicator or Gallup Strengths Finder can offer your team quantitative metrics by which to judge candidates for a particular position in addition to their technical skills and professional achievements. For instance, if your company wants to hire individuals with strong relationship building skills for a customer facing role, you might take a close look at candidates’ personality assessment results.

Conduct a digital interview first

Utilizing digital interview technology saves time in the hiring process by eliminating the scheduling hassles associated with in-person interviews while providing a more engaging first interaction than a traditional phone screen. This style of interview is especially useful identifying for early signs of culture fit by allowing candidates to showcase their personality and skills during a time and setting that works for them.

Don’t be afraid to ask off-the-wall questions

Interviewees often prepare for interviews by rehearsing answers to conventional questions. Get a real impression of who they are as people by steering conversations toward unexpected topics as long as you don’t ask prohibited questions during the interview process. The ability to take the unexpected in stride is a plus, even if their hobbies and interests are different from your own. Furthermore, questions such as “What causes matter to you?” and “Why do you want to work in this industry?” can illuminate if the candidate will find their work for your organization meaningful and sufficiently challenging.

Let applicants lead the conversation

This can be a great technique for interviews where a peer or direct supervisor is leading the interview instead of a department head for an entry level opening. If interviewees have difficulty conversing with you of their own accord, it can be a sign that their personalities don’t fit the position.

When culture fit is incorporating into the hiring process, everyone benefits. Through our rigorous recruiting process, TA Staffing helps identify the ideal talent for the ideal positions. Contact us online or give us a call at 615.366.1100 to help us find your next perfect hire.

Posted by Jeff Bates at 11:24 AM
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