The following information is from an interview with Erin Lang, Human Resource Business Partner at Xenium.
Hiring candidates based on their skill set and ability to fulfill the job requirements is obviously important, but for an engaged, long-term employee, hiring based on cultural fit can be equally as important.
Job Posts – When deciding where to list your job openings, ask your high performers where they originally found the listing they applied for. These high performers are the type of employee that you want to attract and it is likely like there will be more candidates with the same attributes on the platforms they visited during their job search.
Recruiters – A professional recruiter may be helpful in finding a qualified candidate, especially when you lack the bandwidth or knowledge to do so internally. They have the expertise to find candidates that have the necessary skills for the job but also the personality that fits within the culture of your company.
Internal Referrals – Look to your employees to refer potential candidates when you have positions that need to be filled. They know what the culture of the company is like and can therefore recommend their friends and family who they believe would be a good fit, perform well and stay longer. Encourage this by rewarding employees who refer a candidate who gets the position.
Applicant Tracking – Applicant tracking systems take away the stress of receiving, filtering and organizing emailed resumes and cover letters. These systems help to streamline the process and narrow down the applicant pool to only those who have potential to be a good fit. The application process can be highly customized and branded to match the company webpage which creates a positive user experience.
Interview – The in-person interview is the opportunity to get a feel for how well the candidate fits within the culture of your company. They should be engaged, and interviewing you as much as you are interviewing them. Involving team members in the interview can be beneficial in determining fit and assuring the potential for a good working relationship. Unlike skills, cultural fit can’t be taught, it is something that comes naturally.
Stay & Exit Interviews – When creating a plan for retaining employees, conduct stay interviews to find out what employees love about their job and what would make their job even better. Use this insight to focus on and enhance the things that are most important to them. Interviewing employees as they depart may identify areas that can be improved.
Setting Goals – Each employee should have a customized set of goals that will help them to grow professionally and also contribute to the culture and success of the company. While the ability to work across a wide range of competencies is important, allowing employees to spend time focusing on their strengths and what they enjoy doing most will keep them satisfied and engaged.
Training & Development – Work with employees to create a career path that outlines goals to be achieved and the training necessary to achieve those goals along the way. Rather than taking a “one-size fits all” approach to employee training, allow them to look for opportunities that work well with their learning style and will be most beneficial in accomplishing their goals.
For more information on talent management and developing your company culture, take a look at the highlights from our webinar – Retaining Top Talent