Blog - Why Office Culture Should be Part of Your Recruitment Strategies

Why Office Culture Should be Part of Your Recruitment Strategies

When it comes to recruitment strategies, simply hiring the brightest, most qualified employees is not enough. New hires need to be a good fit for their new roles, but they also need to blend well into your office culture. The right culture can help ensure employees remain satisfied, engaged and productive. Attracting and retaining talent depends on being able to assess a candidate’s overall cultural fit with your organization.

A mismatch between an employee’s personality and corporate culture often leads to conflict with coworkers or supervisors. Such employees may never feel like they ‘fit in’ or that others value their ideas and contributions. Likewise, if new hires aren’t enthusiastic about the vision and objectives your company aspires to, how will they contribute to its long-term mission? At best, poor cultural fit will probably cause the new employee to resign; at worst, the team environment can quickly turn toxic and leading to multiple turnovers.

How to define corporate or office culture

Corporate culture, also referred to as organizational culture or office culture, includes the core values, goals, processes, beliefs, behaviors, collective experiences and vision of an organization. Ideally, company culture gets defined from the executive team outward with purpose and vision, so it aligns with mission and objectives. However, in many companies, culture evolves more organically as the organization grows. Either way, when you develop your recruitment strategies, you need to begin with a definition of the office culture that you can use to assess candidates.

Good cultural fit is as important as having the right skills

According to a study of 55 organizations conducted by Cubiks Netherlands, 84% of corporate recruiters said culture was a ‘prominent factor’ in candidate selection, and nine out of 10 recruiters have rejected candidates based on lack of cultural fit. Finding employees that mesh well with company values and office culture has become so important that many recruiting experts now advise companies to “hire for culture, then train for skills.”

Company culture helps attract and retain top talent

The right office culture helps in attracting talent and retaining top performers. A 2005 analysis of personnel psychology showed that employees that experienced a good cultural fit reported higher satisfaction with their jobs and stayed with the organization longer. Employee turnover is projected to cost US employers $680 billion in 2020, so improvements in retention could make a big impact on the bottom line for many organizations.

Add a cultural fit assessment to your recruitment strategies

Find the employees with the right fit for your company by adding these two components to your recruiting process. First, explain your organization’s culture, mission and values and be very forthright. In 2018, first year turnover was at the highest level in eight years. Bringing in employees who don’t enjoy the office culture will increase turnover.

Second, assess each candidate for cultural fit. You could include personality tests such as Myers-Briggs in pre-employment assessments. Incorporate cultural fit into your interviews by asking open-ended questions about the qualities and characteristics your company values. Here are a few examples:

  • What is the most important quality to you in a manager?
  • Tell me about a time you overcame a big challenge and how you did it.
  • What do you like about working on a team? Dislike?
  • What do you value most in a work environment?
  • What’s the most important corporate value to you?
  • What type of company would you never work for and why?
  • What’s most important to you? Flexibility, learning opportunities, salary, benefits?

Hiring for culture should always support diversity

Although you want all of your new employees to fit well within the organizational dynamic, that doesn’t mean hiring people who are all the same. You don’t want Stepford Employees, you want a richly diverse workforce of people who get along well and encourage creativity and success in each other. Culture isn’t about demographics–it’s about ethos and values. For example, a youthful, innovative culture won’t mean all new hires need to be Millennials or that experience doesn’t matter.

Five ways HR can strengthen the office culture

Organizational culture should be intentional and thoughtful. HR should play a role in supporting and strengthening the company culture in these five areas:

    1. Training and development
    2. Fostering an environment that encourages innovation and listens to employees
    3. Researching and offering competitive compensation packages
    4. Getting employees the tools and workspaces needed to perform well
    5. Recognizing and rewarding performance

Let your corporate culture help you fill open positions

Make sure your recruitment strategies leverage any advantages offered by your office culture. When you’re an employer of choice with a generally-admired company brand, you’ll find top candidates eager to work for your organization. Asure Software’s talent management solutions can help your organization in attracting and retaining talent and strengthening your recruitment strategies.

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