The opinions of the entrepreneur are expressed.
Important to hire professional skill and experience, but only partly the equation. When examining the candidates, it is equally important to think that someone adapts to your company’s culture. This alignment affects the satisfaction of employees, team cooperation and long-term detention. In short, it is simply a difference between filling a role and build a solid, values-based organization.
I look beyond CV and technical credentials again in my own recruitment process. I note that the candidates show true interest in adaptation, growth mentality and mission. I want to know how they respond to how they work with others, how they respond and their integrity and transparency – two of our organization’s basic principles. One of me to go, how they are employed by an ethical dilemma. Their answer often reveals more than the skill test so far.
Your priorities may vary depending on the culture of your team, but to determine adaptation must follow a similar framework. Here is how the process of recruiting the competence with cultural alignment is being built.
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Understand and identify your company’s culture
Before screening for cultural fit, you need a clear understanding of what your culture is. It also covers your mission, values, communication norms, leadership, and how people cooperate from the day by day. Culture is not a poster on the wall – in fact how the work is over.
Gallup research shows that 10 employees of the United States are determined by the company’s mission, which makes them feel important. In other words, candidates are not only a salary, but looking for meaning. Before applying, we examine your company and do not know if your values do not appear or are not clearly determined, whether it is self or beyond.
I often ask for interviews that I often ask: “Can you talk to a while you adapt to a big change in the workplace?” This is the main indicators of comfort, strength and values in your work – a candidate in our fast-moving environment.
Add Culture to your recruitment materials
Submitting your culture early, determines the tone for the whole candidate experience. By weaving your values and workplaces to work descriptions, career pages and reports, you are involved in resonants who are resonated with your environment – and hold those who do not.
For example, I always expect our mission, values and expectations. We design our teams around the real scenarios, allowing the candidates to express their thinking, we design the interview around each other, but they show it day by day.
Some practical ways to demonstrate culture in the recruitment process are:
- Share employee phrases on your website or LinkedIn.
- Explains the advantages of communication and workplaces in the workplace expectations of comfort and performance.
- Using real life examples in interviews to reflect your values in the movement.
Use open, deeper questions
Open questions sparks the conversation and the surface of deeper qualities that make or break the team dynamics. Allow us to tell real stories about candidates’ experiences rather than asking or not only to ask any questions or trusting hypothetical situations.
This approach helps you solve problems, to visit the conflict, initiative and cooperate – everything that affects the chemical chemistry and performance. It also allows you to assess a communication style and thinking process for a healthy, effective work culture.
Related: If your team trusts only each other, they will succeed
Be transparent from start
The recruitment is a two-way decision. If you are transparent about the role, teams and challenges, you will find more of the excited candidates to make it prepared and contributed to. If the role is the harsh aspects – unusual hours, developing responsibilities or changing team structures – talk so much forth.
Transparency is mistakenly burning candidates early and determines the tone for honest, trusted relations.
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Important to hire professional skill and experience, but only partly the equation. When examining the candidates, it is equally important to think that someone adapts to your company’s culture. This alignment affects the satisfaction of employees, team cooperation and long-term detention. In short, it is simply a difference between filling a role and build a solid, values-based organization.
I look beyond CV and technical credentials again in my own recruitment process. I note that the candidates show true interest in adaptation, growth mentality and mission. I want to know how they respond to how they work with others, how they respond and their integrity and transparency – two of our organization’s basic principles. One of me to go, how they are employed by an ethical dilemma. Their answer often reveals more than the skill test so far.
Your priorities may vary depending on the culture of your team, but to determine adaptation must follow a similar framework. Here is how the process of recruiting the competence with cultural alignment is being built.
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