Have you ever tried to change the culture of your organisation? Wouldn’t hiring for cultural fit in the first place be better?
Some of the consulting work we do centres around changing an organisation’s culture – something which is ingrained and difficult to budge.
But what if you could set the culture from the moment you hire somebody?
If culture is ‘the way we do things around here’ then it’s not beyond your power to design it for your organisation.
One place to start is with your hiring and selection processes.
Technical ability and soft skills usually take pride of place when we hire. While I don’t dispute these are basic and important, ignoring cultural fit can be where the seemingly perfect match comes unstuck. How can you avoid this trap?
What’s important to you in your work and your dealings with colleagues, clients and suppliers? How do you want the world to see your organisation?
There are as many answers to these questions as there are organisations!
One may focus on delivering their product or service as efficiently and inexpensively as possible.
Another may highlight the importance of staff engagement to deliver the best client and financial outcomes.
At Balance at Work, for example, we pride ourselves on how much we care about our clients and are known for going ‘above and beyond’ to help them achieve their objectives. This attitude is the foundation of our culture and helps us identify who we want to attract, employ and work with daily.
Once you’ve defined the culture you seek, it’s time to ensure you are seeking staff who align with your culture.
There are several parts of the recruitment and selection process that give you the opportunity to make decisions that can get you the best cultural fit:
You can easily get feedback on your culture, what works and what doesn’t, from your existing staff and other stakeholders. Balance at Work can help you with a culture map.
Your staff are well-placed to help you identify what you need (and don’t need) in your new hires to build your desired culture. Some questions you could ask:
Armed with this information, you can then fine-tune your recruitment and selection processes to screen for cultural fit.
Until you’re ready, inform yourself with the Work Wonders podcast – simplifying people management for you.
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- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet