Making culture a priority during the hiring process

Culture is key if you intend to get the most possible value out of your hiring decisions. How any given employee fits into the office is a determining factor in how he or she will perform in the future.

Previous work experience, education and interview responses are all important factors when it comes to hiring, of course, but how you believe the individual will fit into company culture is also significant. In fact, some firms have begun implementing values-based hiring processes to ensure that all new hires will be good fits. Taking note of personalities and how they will fit into the office throughout the hiring process is important.

Whether you’re filling open compliance jobs or financial analyst jobs, how personalities in the office meld is always important. If you neglect culture-fit until after the person is already hired, then dealing with the issues that may come up as a result of forcing a square peg into a round hole may drag on efficiency and increase costs.

Communicating company culture to job seekers
One of the first steps is communicating your company’s culture through the job descriptions you post. This may be the first impression someone gets of your company – at the very least, it will be the first impression he or she has of your human resources department and hiring procedures. An organization’s values are important to job seekers, and if your job description gives off bad vibes culture-wise, they may neglect to send in an application.

“Communicate your company’s culture through the job descriptions you post.”

In a recent survey conducted by Software Advice, 29% of U.S. adults indicated that honesty and transparency is important to them in a company culture. Another 22% stated a preference for a casual or relaxed office and 20% noted they liked the idea of a family-oriented culture. If your office can tout any of the aforementioned qualities in a job description, be sure to do so. When job seekers see these qualities come through in a job description, they will likely be interested enough to apply

A stale introduction to a given position won’t be appealing to many people. A friendly and fun culture is important to job seekers, so give them friendly and fun.

However, even when people aren’t actively seeking jobs, you can still communicate your company culture to them via channels such as social media. The finance professional you need may be out there, but busy with another job right now. If you’re actively broadcasting your company culture, individuals will certainly be drawn toward your company when the time comes to find a new job. Preempting job seekers’ introductions to your culture by letting them soak it up through social media will allow your firm to build a reputation as a great place to work.

Behavior-based interviewing will help you evaluate cultural fit.
Behavior-based interviewing will help you evaluate cultural fit.

Evaluating cultural fit during the interview process
However, job descriptions and social media won’t be your only opportunity to communicate company culture and evaluate personality. When you bring someone in for an interview, you will have one more opportunity to evaluate whether he or she will be a good fit. Behavior-based questions will help you determine exactly what sort of personality the person will bring into the office along with his or her previous experience and talents.

Asking about how an individual typically deals with conflicts, how he or she dealt with being forced to make an unpopular decision or how the person may use persuasion to communicate his or her point of view are a few questions that will help you better understand how the interviewee will fit into the office.

It’s important to keep culture in mind throughout the hiring process, or issues could come up down the line. Make sure that your always communicating culture and seeking good fits to ensure harmony in your office.


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