23 Nov Top Tips: Recruiting For Culture Fit
Turnover due to poor culture fit can cost an organisation between 50-60% of the employee’s salary, (The Society for Human Resource Mangement), whilst on the upside, good fit between your people and your company’s culture means lower sickness absence, better retention, and higher productivity.
With increasing focus on how culture fit impacts the bottom line, what should you think about when you want to implement a culture-led approach to recruiting? At Isaacs Hill, we think its well worth doing a little homework before you start.
1. What it is like ‘on the ground’.
Everybody loves perks such as summer parties, and flexible working, but candidates are interested in the reality of what working at your company looks and feels like day-to-day from the perspective of the role itself. It is easy when you are already an employee to think of factors such as frequency of performance feedback, and how small wins are celebrated as minor details, but they can help to help paint a picture of what working here is like, so don’t forget to go beyond your vision and values and get specific with candidates.
2. Culture Fit… not recruitment ‘in your own image’.
Many well-intentioned organisations have fallen into the trap of unconscious bias when attempting to recruit for culture fit, and this can actually end up stifling diversity. Remember culture fit is about strengthening the norms, beliefs and behaviours that make an organisational uniquely successful. No matter how strong and integrated a culture is, it won’t deliver benefits if that culture is toxic and not open to diversity of ideas and life experiences.
3. The Culture Story
Does everyone in the company understand why you have the culture you do? Usually the culture of a company is built out from the values and beliefs of founding partners, and reinforced over time, becoming ‘the way we do things around here’…. This may be very recent or it may have evolved over many years. Either way, ensuring that there is a strong narrative around your culture helps your employees relate to it and articulate it in their own way.
4. ‘Living and Breathing’
We all know the typical ‘laminated not lived’ documents! It is much easier to articulate and visualise culture fit when you have examples of it in action. It helps if your people practices, employee benefits, and internal communications are designed around the principles of your culture, and ‘make sense’ within your company, rather than being there for the sake of it.
5. ‘The Medium is the Message’
Do all of your hiring managers understand the importance of and your culture and actively represent it? Do they also feel comfortable communicating it to candidates? Your people practises may be beautifully designed and fully integrated with your values, mission and vision, but your leaders have the biggest impact on how effective your culture is. Your leadership team – from executives to line managers – must know and own the core principles that your culture is built on for it to be authentic.