The cultural question and its impact on recruitment

It’s an elusive thing, company culture. That mixture of intangibles, like shared values and attitudes, with more quantifiable aspects such as goals, behaviours and practices thrown in. All these things come together to form the way people feel about the company they work for, the job they do, and the co-workers they share their daily lives with.

Whilst it might not always be measurable, it becomes visible to people very quickly, whether, for example, there is a culture of trust that empowers employees to make decisions.

I guess the culture of a company can be summed up as the template that guides everything an organisation does. It’s something that cascades down from the top. Unless the senior team live and breathe it, it won’t be sustainable.

Developing the right culture can give you a competitive edge, both in the customers you serve and the staff you attract. Research shows that nearly 90% of job seekers cite company culture as being of high or relative importance.

So how should you consider organisational culture in your recruitment? How do you make sure new employees will fit? There are some clear benefits to recruiting with culture in mind.

Productivity increases

Employees are happier in their jobs

And they are likely to stay longer

So, in general, if you look for employees who are able to align with the organisational values, they will integrate more cohesively, help to drive growth, and improve your attrition rate.

However, there is a caveat. If every single person you ever employ is just like the rest of the team in attitude and beliefs, your diversity suffers. You do need challenges to the status quo, people who can do things differently and come at them from another angle. Carefully introducing diverse attitudes and behaviours could help your company to improve its products or better its services.

The ideal is to find a balance, looking for candidates that will thrive in your company’s culture, believe in its ideals, but who also have the confidence to bring in new ideas. This ‘culture add’ aspect can actually be woven into your company ethos — the encouragement of new ideas, the understanding that people can try doing things differently without fear of recrimination.

We won’t pretend it’s easy to get it right, but when you do, your organisation will benefit.

Originally published at on March 29, 2021.

http://Proactive.IT The UK SPECIALISTS in IT RECRUITMENT The experience to know what matters. The ability to make it count. #UK #ITjobs #recruitment

http://Proactive.IT The UK SPECIALISTS in IT RECRUITMENT The experience to know what matters. The ability to make it count. #UK #ITjobs #recruitment