A company’s culture is its core values, and human resources (HR) needs to identify the applicants not only best suited to the open position, but also the culture of the organization. Any applicant, regardless of their background or behaviors, can, and should, believe in the principles of the company they’re hoping to work for because that ensures a workforce that has a genuine passion for the company. This leads to improvements in overall employee experience and retention over time. Recruiters should never seek out candidates who are exactly like them and their peers because it leads to candidates who may not fit with the company’s values. Culture is tied to your company’s core values – not specific behaviors and experiences – and by defining your values in a way that is intentional and inclusive. Each principle should directly relate to a candidate’s ability to thrive at your organization and should be broad enough to align with any skilled applicants. For example, rather than a value focused on academic achievement, the value should be focused on candidates with a passion for lifelong learning. HR experts say companies need to first have a strong, clear employer brand that reflects company values. For instance, a company that values lifelong learning should offer employees plenty of educational opportunities, like tuition assistance, training programs or opportunities to attend conferences. Second, HR needs to ask the right questions of job candidates, such as behavior-based questions tied to company values. Finally, everyone should be involved in recruiting the right candidate, and candidates should be able to speak with potential co-workers. Also, experts recommend setting up cross-functional interviews or meetings with an employee from a different department and encouraging executive involvement in the process.
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