Why does company culture matter? Why should you get it right?

As consumers become more informed and correspondingly particular about how their goods and services are produced, what a business does might not be as important as how they do it. On the other side, job seekers are looking for more than money from their job lately, with prospective employers being evaluated according to the working experience they provide, and the value they place on individual workers.

Businesses that take their employees’ welfare for granted can no longer expect to do so privately, as social media makes it easy for disgruntled workers to air grievances. Many top brands, have attracted attention for their positive, inclusive cultures. The way a business gets work done defines its brand as much as the services or products it offers.

 

Here are 5 WAYS TO recruit for and maintain company culture.

1. Ask interviewees creative questions
When you ask candidates work-related questions, you sometimes get rehearsed, made-for-interview answers. The way to hire for cultural fit is to get people talking about non-work related things and to listen carefully to their responses.

Make sure to conduct face-to-face interviews with all of the candidates. Instead of focusing on their last job and why they would be a good fit for your company, ask more practical questions to see how they react on the spot. You’re able to learn a lot about a person by taking this route and
When it comes to screening candidates for various positions there are few questions you could ask that are sort of unorthodox. Here’s an example: “If you have to make a decision in which one decision will benefit the customer and the other will benefit the company, which one would you pick?” It is a great question since both answers can be right based on the company they’re applying to work for.

2. Place emphasis on personality, not just experience
It’s good to put some emphasis on a candidate’s personality traits over their experience level. You can pay close attention to their emotional IQ and ability to gel with your team. Even if the individual is less experienced than you’d prefer, you can ascertain if they possess certain qualities and can fit well within your company
Relationship skills, great attitude, no egos, and a willingness to learn and be anything are way more important than recruiting a person with the ‘perfect’ skills for a position. Most skills can be trained. The ability to work in a team, check your ego at the door, constantly learn new things, and be flexible in a very dynamic work environment are more important and much harder to teach people or make up for if they are
lacking.

3. Seek people who are genuinely interested in your industry
It’s good to see candidates who are highly curious with a “get it done” attitude and a commitment to continuously building and improving on their core skill set. People with a passion for the cause, people who care about what your company and product do, and the problems you solve can be a great asset. When recruiting, look for people who demonstrate a genuine interest in the industry and a willingness to self-improve. Much of what you do can be learned, so having a dedicated team who’s passionate about what they’re doing is very important. Also look for people who are self-starters, idea generators, and all-around positive people.
4. Seek people that appreciate your company‘s structure
Some companies have a small, collegial atmosphere and look to work with people who appreciate that. If you don’t have the support systems and infrastructure a large company has, then you tend not to have the bureaucracy so look for people comfortable working independently and in a less structured environment.

5. Seek people that already match your existing culture & values
Share your strategies and ideas with your interviewees to ensure you hire people that fit in with your culture and would get along well with other team members. If you have a ‘client not customer’ culture where you focus on their outcome, not our income then do this by asking a lot of questions about how candidates handled client problems and about building lasting relationships.

Positive People – Putting the POSITIVE into recruitment