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How to hire with company culture in mindJune 25th, 2015 by
Hiring can be one of the toughest challenges a business owner faces. You’ve got to ensure that you’re surrounding yourself with like-minded people who value the same things you do and will work hard to see those values through. To reduce turnover and internal struggles with your team, it’s important to set up a hiring process that focuses not only on talent and experience, but also on making sure a candidate is a good cultural fit.
How do you do this? Here are some tips for hiring with culture in mind.
Get Your Team Involved
When your vetting new hires for positions within your company, it’s extremely important to get members of your team involved. At GuildQuality, we have potential new hires speak to at least 3-5 people before we make a decision. This not only gives the candidate the opportunity to get to know the people they’ll be working with, but it also helps you get a better understanding of whether or not that candidate will work well with your current employees.
Including your team in the hiring process makes them feel empowered and appreciated. By allowing them to take part in an interview or phone call, you’re telling them that you trust and value their opinion. Your employees will respond well to having their voice heard and will take ownership in that future hire’s success as a team member.
According to Bob Fleming, President of Classic Remodeling, “I feel that if I hire an employee and say ‘hey, here’s the new employee who’s working with the team,’ it’s not as viable as if that team sat around the table and made the decision. It also makes everybody that’s currently working for us responsible in making sure the new hire is successful.”
Include Culture in the On-boarding Process
Once you’ve found the right candidate, you’ve extended an offer and they’ve accepted, the real work begins. When your new hire comes to the office on day one, make sure they clearly understand your company’s goals and values from the get-go.
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You probably mentioned your company’s culture during the interview process, but it’s also a good idea to re-introduce it when you’re on-boarding new hires. Maybe it’s a presentation, a new employee handbook, or even just a sheet of paper outlining your core values – whatever format you decide, make sure this information is readily available to your new employees.
Clearly Define Roles and Success
For a new hire to have the most success, they must understand exactly what their responsibilities are and what is expected of them, especially in the early months. They may not know how to do everything, but if they know what their responsibilities are and who to go to for help, they’ll be much better positioned to learn and grow as an employee.
We also suggest setting up check-ins with new employees early on. Whether with their manager, you, or both, it’s good to set these times aside more frequently in the beginning so you can spot any issues and fix them right away. Also, ask for feedback on the on-boarding process. What did they like? What could have been done better to make the process smoother? The more feedback you get, the better your process will become and you’ll have a much higher retention rate.
Hiring can be difficult, but with the right processes in place, you’ll have the tools you need to find and keep the best talent.