Know How Workplace Culture Can Influence Recruitment and Employee Retention

Recruitment and Employee Retention

At present, hiring has become a nerve-racking job as it is an employee-oriented market, where it’s finally the candidates who choose or reject a company. But the game does not end with the recruitment process as the big challenge lying ahead is retaining staff. So, HR professionals are looking forward to taking their organization’s culture into consideration because even the most capable candidates can turn out to be a disastrous hire if they do not fit with the organization’s culture. The culture of a business firm refers to its norms, vision, values, as well as the tangible aspects of the work environment that influence and reflect these beliefs. If the company is forward thinking, it will keep on evolving these features over time with a careful effort. Despite its significance, many companies don’t pay attention to creating a strong culture, and they just let it evolve from within. But that should not be done as a proper organizational culture can vastly improve employee retention and performance which translates into growth and profits. Read on further to know how the two aspects are interconnected:

Culture Matters in Hiring and Retention

Once an organization has defined its culture, it can set some parameters to identify whether a new recruit will fit with it or not. Remember even the most resourceful companies can make hiring mistakes and waste hundreds of dollars here. So, you are not an exception. For example, in 2012, the hiring of former Dixon CEO John Browett as retails operations head was announced as a poor culture fit by Apple’s CEO Tim Cook. Well, a traditional interview process is not sufficient to determine whether a candidate will adapt to the company’s cultural or not. To analyze this, the interview process should incorporate multiple forms of assessments, such as personality tests and psychological evaluations. Many companies have addressed this challenge by involving the current employees in the selection process. Face-to-face interactions with candidates can be useful in getting a deep insight into their behavior and perspective, which can be never possible through a more formalized interview process. When employees feel at home within an organization’s culture, they show greater job satisfaction, produce higher quality work, and are more engaged overall. All these factors play a critical role in employees’ retention.

 

Emphasizing Cultural Fit Can Lead to Bias

Although most HR professionals are emphasizing on culture fit, this might lead to problems unless there is a formalized practice to anticipate and guard against biases. To a large extent, it has been found that hiring to match an existing work culture leads to lack of diversity in terms of knowledge, personality, and cultural background. And, employees lose the opportunity to learn and grow their interpersonal skills. Thus, many MNCs are shifting their ‘culture fit’ approach to a ‘culture add’ approach that seeks to enhance existing culture by adding more diverse candidates to the workforce. However, in such an approach, it’s mandatory to check whether the new recruits share the company’s principles or values. This attempt can help in finding the right people who will thrive within the organization while also introducing new ideas and perspectives.

 

Diverse Cultures Are an Asset and a Challenge

While there are good arguments for hiring candidates who can fit with the existing work culture, researches have consistently proved that diverse teams perform better than their less diverse counterparts. Moreover, it has also been found that inclusive and diverse team members are better decision makers. However, to reap these benefits, organizations must be willing to make investments in promoting diversity and making it work. Otherwise, it might lead to devastating outcomes like conflicts. Remember an organizational culture has a tremendous impact on whether or not a newly hired candidate will remain in the organization for a long time. Promoting a healthy culture of inclusion can promote employees’ engagement and work satisfaction.

 

Hiring is a mind-boggling affair that may have many repercussions. So, HR managers cannot just select anyone because they are afraid a competitor can beat them to the punch. They should consider that a bad choice can be very damaging to the company’s productivity and reputation, and that candidate won’t stick around long. Well, if you are wondering how to select the best talent that would prove be an asset in the long run, then try advanced recruitment software. These computerized programs use artificial intelligence to identify the most suitable candidates for a particular position.

What recruitment is for entrepreneurs?

Entrepreneur-Recruitment

Let’s just start this article by giving a proper shout-out to the young entrepreneurs who are trying to make a name for themselves in this fast and harsh world of today. Being an entrepreneur is a quite a task to accomplish.

Yes, it does sound awesome when young people of your generation say that “Yeah! I own this company”. But the struggle they have to go through to be able to say that proudly is very long and has  LOTS of ups and downs.

The journey from being an entrepreneur to an effective CEO is filled with challenges. Getting over those challenges always leave the entrepreneur with valuable lessons. And this collective experience makes an entrepreneur an effective CEO.

In a start-up, the 2 most crucial things are:

1. Idea

2. People we hire

Idea is the base of any start-up but the people who convert that idea into reality are the real MVPs (Most Valuable Player). So the entrepreneur needs to be very careful in recruiting the people who will be the part of his dream. Let us discuss some of the don’ts and dos:

Recruitment of inefficient people

As I said, the quality of your squad is the most crucial part, so art of recruiting them should be very specific. So do not:

1. Recruit Friends or mutual friends or 3rd degree mutual friends

2. Recruit individuals without a trusted source backing them up

3. Hire on the basis of the popularity of the person, who does not have any proper knowledge or skill

4. Leave the recruitment process entirely

Things do differ from time to time and situation to situation but the points above are the baseline you should keep in mind. After all, recruiting only strong and capable people will help you get closer towards your dream. If you fail at this point you will have to face problems such as:

1. Bad hires will pollute your company culture and a wave of demotivation will flow through other employees too

2. Resources you have used on them will go down the drain

3. You have to waste your precious time to let them go and go through the hiring process again


 

Recruitment of Talent Fit people

Using your resources to improve your recruiting process like using a recruitment software to hire the team of culturally fit candidates can really boost the success of your organisation. Let’s shine some light on this path and know what we should do to achieve that:

1. Take a good look at the skills of the people you have hired already before hiring someone new. Maybe you can fill the new role by giving its responsibilities to someone you have already hired and make some perk arrangements so that they are able to perform well both the roles -with quality and good productivity at the same time. This will boost your employee’s morale to work harder and save you from the risk of a bad hire.

2. When you do have to hire, make the Job Description Crystal clear- the role, It’s responsibilities, expected results all should be explained correctly

3. Creating a multi-level interview process helps a deeper analysis of the potential team member. Having the potential candidate meet different level members of your organisation help reveal more about them

4. Whenever there are new team members in your company, they should be clear on what the company expects from them as well as what they can expect from the company

5. Training of the new recruit should be well planned and properly executed

6.Time to time employee performance review should be conducted

7. Give some time to every employee and have a place where they can meet and discuss work related or personal things with a mentor in your organisation

8. Always welcome feedback from the people working for you

All the discussion up until this point must have given you a clear idea that as an entrepreneur, if you capitalize your recruitment process you can escape from a number of problems. And have a team of trusted, hard-working and fierce individuals who can get your start-up Idea work into reality with a smile on their faces.

I hope this article helps you have a clear understanding of key points you should keep in mind if you are an entrepreneur. But this article is a work of experiences. These are not some mandatory rules, which you must follow. Use your wisdom and assess the situation thoroughly before taking any decision. I would like to hear your experiences in the comment section below and don’t forget to share this article.