As innovation takes centre stage, HR professionals are aware of and understand the value of harmonious teams that share a common understanding and vision of the organisation. Afterall, between and after the work hours, they spend most of the day with their colleagues.
But how many times do they stop and wonder, “Am I hiring culturally fit employees?”
Gone are the days when a candidate's skill-set shaped an interview's decision.
To assess their alignment with an organisation’s values, employers first take a deep dive into examining their personal values. From asking the right questions to crafting strategic situations where a candidate’s integrity, accountability, and acceptance of differences come forth, companies can thoroughly assess someone before saying, “You’re hired.” Including a personality check in your interview process is critical. Hiring a great talent does a huge favour to your team members who are going to see and work with them every single day.
And we are not saying so for the sake of it! Even 90% of employers agree that a good cultural fit is important.
Let’s Look At Hiring Through A Standardised Lens
When the focus is on cultural alignment, the selection criteria can be standardised, making it easier to take the right call post-interview and leaving no room for subconscious biases. With multiple rounds of interviews, an individual’s traits are monitored by different people through the same lenses. This helps in making a judgement based on evolved assessment methods, thereby building a diverse workforce that is committed to one single goal.
Ensuring consistency in your onboarding process also helps employers present themselves in a good light and attract potential candidates. An informed hiring decision truly enables the organisation to diversify the team’s strengths and prepare them for any challenges.
Culturally Fit Members Seek Transparency
When you’re expecting an individual to open up about their work-related past experiences, it’s worth considering that they might too be contemplating their decision. When interviews become a two-way street, i.e. an organisation making room for any doubt-clearing, it helps interviewees to showcase their willingness to work and blend in with the company culture.
Along with culture, setting the right expectations about role, company and position can make the onboarding process clearer.
Make Your Efforts Count
Invest in reshaping your interview methods and adding Game-Based Assessments (GBAs), or completely reframing the process, if necessary. Some GBAs include scenario-based problem-solving games, groups of single games assessing each skill. Understand the preparation that goes into studying about the company, its ethos and culture while applying. Even if the candidate doesn't fulfil the criteria, it’s an HR professional’s responsibility to update the status of the interview in case there are delays, rejections, or acceptance. Your organisation needs someone who fits seamlessly into your environment, takes inspired action towards goals, and has a mindset that aligns perfectly with the company culture.
Give your team members the gift of a valuable addition with whom they can collaborate and achieve glorious milestones ahead.
Psst! This blog was made with💚 and created after some thought by a real person.#NoGenerativeAI
