Heather Huhman | , , , , , , ,| By
Happiness in the workplace is based on a number of factors. Company culture plays as important a role as any other factor of workplace prosperity. For this reason, including your culture and values in the hiring process is essential. In fact, 14 percent of hires don’t work out because of a failure to fit the company culture.
Company culture can be difficult to explain to candidates who don’t yet have a feel for it. Here are a few ways to include company culture in your hiring process:
Start with some research.
If you’ve never thought about how your company culture fits into your hiring process, it’s a good idea to start with research. Look at the websites of similar companies in your industry to see how they do it. Additionally, look at sites of companies featured as best workplaces. Establish connections within any of the companies you researched and discuss best practices for hiring.
Amp up your job description.
Your job description is most likely the first information job candidates will see about working for your company. Make sure it includes your mission statement, as well as a sentence or two about your company culture and values. If diversity is important, include it. If teamwork is a priority, include that too.
Make sure these values are reflected throughout the job requirements. In addition to skills-based qualifications, include culture-based ones as well (like independent or flexible). Post the description on sites that reflect your company’s values.
Tailor your interviews.
When job candidates arrive for their interviews, they should feel like they’re in the environment in which they’ll be working. To ensure this, conduct interviews in the location they’ll see. Make sure the rooms they visit reflect your company culture.
After discussing skills and qualifications, spend some time asking questions that reflect your company values. Determine if the candidate’s values align with yours. You can even ask a few quirky questions like, “If you could use one spell from the Harry Potter series, what would it be and why?” Just make sure the questions make sense with your culture.
Provide the candidate with any other information you can come up with to make sure they understand your culture. Include what goes on from day to day in the office. Have your co-workers provide testimonials when appropriate. Make sure the candidate understands your company when they leave.
Follow up with more research.
Between hiring, ask around to see if your process actually reflected your company culture. Ask recent hires what worked and what didn’t. If possible, track down candidates who you offered jobs but they turned them down. Find out why they opted out of your company. You can always improve your hiring practices so they better align with your company culture.
You are the advocate for your company in the interview, so you should embody the values during the entire process. It is essential for your hiring process to reflect your company culture so job candidates understand what they’re signing up for.
What are some unique ways your company has incorporated culture into hiring?