Culture Fit & Values Alignment: 4 Tips to Help Avoid a Bad Hire
Create the kind of workplace and company culture that will attract
great talent. If you hire brilliant people, they will make work feel more like
play. -Richard Branson
When it comes to toxic employees, HR Resource Force poses the
question, “If you would not hire them again, then why do they still work for you?” Dealing with a toxic employee can be a complete hassle at best. They can be a drain on your productivity and your profits. But what if you could avoid that bad hire altogether?
Many people come to interviews bringing their best and ready to
give all the answers they think you want to hear. We know it can be
difficult to spot every potential bad hire during the interview process.
Over the past 10 years we have taught hundreds of companies, hiring managers and business leaders how to do just that.
There are 4 stepsyou can follow to weed out those potential bad hires DURING the interview process, and not after.
#1 Make sure you have a clear recruiting pitch that represents the story of your employer brand
What is your employer brand and your company culture? Harvard Business Review published, The Culture Factor, a guide to determining your culture and shaping it to fit your strategy. Having a clearly defined mission and set of company values that helps shape how your company works and performs should also be an intrinsic part of your hiring process. WHAT YOU CAN DO: Evaluate your current culture climate.Define what your aspirational model is and identify goals for defining your company brand.Finally, use this as your structure for creating a hiring strategy that will help you identify the top talent you will need to support that vision.
#2 Interview for culture fit by asking well-thought out questions that relate directly to your company’s values
With your company culture and values clearly defined for your
employees to connect with and potential new hires to see what makes your company unique, now what? It’s time to start asking the questions! WHAT YOU CAN DO: Come up with 3 behaviors that your best employees have, and then come up with examples, questions,
scenarios so you can make sure in an interview that you determine whether the candidate has those same behaviors & values. These questions will help identify if the candidate has the soft skills to support those values. LinkedIn Talent Blog shared 5 great questions to identify if the candidate shares your company’s core values. It is a great start to creating questions that will elicit candidates to share real life experience rather than reiterating education, resume content or rehearsed responses.
#3 Ask first, then share
Many candidates, especially those who may be very actively seeking
employment, may be looking for any opportunity to agree and share what they think you want to hear. WHAT YOU CAN DO: Be intentional and prepare quality questions that go further than assessing resume experience. Lean more towards questions that will predict success in the role, elicit quality answers and identify the soft skills necessary to THRIVE within your organization. Some sample questions could include:
“How do you like to be managed?”(Dig, dig, dig for examples)
“What is your ideal work environment?”(Dig, dig, dig for examples)
“What would your perfect workday look like?” (Dig, dig, dig for examples)
“In one year, what would success look like to you in this role?”(Dig, dig, dig for examples)
“Tell me about a time you solved a difficult problem at work?”(Dig, dig, dig for examples)
# 4 DIG, DIG, DIG
You have defined your company culture. Your job description
now paints a picture of what values drive your company forward and what success in that position looks like. You have attracted your candidates and asked them situation based, accomplishment driven and culture fit questions. Done.
Not so fast! Did you really get the answers you need to predict future performance? Asking the questions is not the end. It’s always a good idea to go a little further. Keep digging. WHAT YOU CAN DO:Based on the scenario or example they shared make sure you ask, Who? What? Where? Why? How? All of these should follow up your initial questions as you dig for those indicators to identify your top candidates and most importantly to identify the toxic candidates you should steer clear from.
Take one of the previous questions.
“Tell me about a time you solved a difficult problem at work?”
Follow up questions could include:
Who did it involve?
What was the issue?
How did you approach it?
Where could you have made changes?
Why do you think that worked best?
By continuing to dig further you will gather far more information
beyond the prepared or rehearsed answers and have true indicators of a valuable and top talent candidate!
WEEKLY CURRENT NEWS & TRENDS
Browse Blog Articles by Keyword
We take on the identity of the organizations we partner with
and measure our success by their lasting-improvements. Let our clients tell you more.
Anna joined Wejungo after 10 years of recruiting high school students to go to college. Throughout her career, Anna found that she loved talking with people and learning about their life and accomplishments. She wanted to find a career where she could learn from inspiring and accomplished business owners and leaders as well as impressive candidates with unique background, interests and successful careers that span 20+ years!
Workplace trust is a fundamental building block of any professional relationship. No matter your level of seniority in a company, trust reflects your character, and company members will only experience cohesion with the people that they trust. We review some practical ways for you to build and or maintain your workplace’s culture of trust.
Rethinking Workforce Planning in an Uncertain World
The COVID-19 pandemic is changing – or has already changed – our collective discernment of uncertainty because of the continued unknown. Almost overnight, companies had to revaluate everything they thought that they knew to find new ways of doing business. Just like sailors navigating their vessels through stormy seas, so too can company figureheads by moving swiftly and proactively rather than simply reacting instinctively.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
Current Trends & News Signup
Join our online community today! We develop resources and provide new perspectives on how to better attract, hire, develop and retain your top talent.