PrideStaff Bend

When traveling to a foreign country for the first time, the initial impression you get about the place likely comes from the airport. You land, step off the plane and instantly form an opinion. Is the place bustling or quiet? Are the people pushy or polite? Is the customs area efficient or a bureaucratic nightmare?

The hiring process is like the airport for your company’s culture. It represents the first contact you’ll get with your future employees. And they are going to make decisions based on the impressions they form based on those early interactions.

So don’t lose potential long-term quality employees over a miscommunication about culture.

Here are three questions to ask yourself to see if your company culture is having a healthy influence on your candidate’s decision-making:

Is Your Hiring Culture Scaring People Away?

When setting up their hiring processes, companies often focus on two major goals: finding the right candidate and doing so in the most efficient way possible. There’s no doubt that these represent key goals of the process. But on the candidate’s end, the way communications and screening are handled can send signals about the company’s culture.

Make sure these signals are positive.

An over-reliance on automation might give the impression the company is cold and obsessed with efficiency above all else. Meanwhile, a penchant for multiple overly long in-person interviews might suggest an organization where long, grinding meetings are commonplace.

When conceiving your hiring process, keep in mind the signals you are sending. You don’t have to ignore the other factors – still find the right candidate and do so as efficiently as you can – but understand what you are communicating while you do it.

Does Your Hiring Culture Match Your Overall Culture?

Consistency is key. The culture that informs all other aspects of your business should inform your hiring process as well. However, that doesn’t always happen.

Make sure your central cultural principles get represented in your hiring process. If you run a formal office, make sure the candidate knows to wear a suit to the interview. Or if most employees work from home, open the job search to remote candidates.

Don’t give off mixed signals early in the communications process. When structuring the job search, make it an extension of your overall business attitudes.

Are You Discussing Corporate Culture Enough in the Hiring Process?

During the hiring process, you should establish the key tenets of your corporate culture. Lay out your core beliefs when talking to your final candidates. Engage them in a discussion about the culture and get their feedback about it.

First, this will help you find the best cultural fit. If there’s a mismatch between the company’s way of doing business and the candidate’s ideal situation, you need to find out as soon as possible.

Second, an early conversation about culture will streamline the onboarding process. Planting the cultural seeds early will make it easier down the road. It can also help avoid some of the early stumbling blocks that come up when expectations are more ambiguous.

Partner with PrideStaff Bend

It’s also advantageous to get help. A strong staffing partner can help you find the perfect fit for your company’s culture. Contact industry leader PrideStaff to learn more about what we can do to improve your hiring process.


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