Hiring for Culture
Posted May 7, 2013 & filed under Job Search
Every company wants to hire top notch candidates. Many times, candidates are evaluated primarily on their degree, GPA and previous experiences. Employers often seek out Ivy League grads with prestigious degrees in order to ensure a successful hire. However, a study conducted by Leadership IQ reveals the most prevalent determinant of success lies beyond your typical credentials. According to this study, 46% of employees that failed within the first 18 months of employment was due to a lack of culture fit.
Hiring for culture is what many believe to be “the key to success.” Of course, hiring the most qualified candidate seems like the most logical choice, but considering other factors proves to be equally important. Taking your company culture into account involves comparing the values of your company with those of potential hires. These can include work-life balance, your mission statement, or simply how to handle a difficult customer. Aligning what’s important to both parties is crucial.
One suggestion when hiring for culture is asking for employee referrals. Current employees already understand the culture, and it’s likely they know someone who may also be a good fit. Before you start interviewing potential hires, you must first understand your culture. Ask yourself: What is the atmosphere like? Are there special demands or unique challenges within your company? What characteristics do successful employees share? Being able to answer these questions will not only help you explain the culture of your company, but also identify your pattern of success. Considering previous successful hires will help you choose successful future employees. New skills can be acquired; culture is a little more difficult to train. Next time your company has a need, consider your company’s culture and evaluate candidates on more their just their previous titles.
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By: Kara Lyons
