Hiring the right talent is crucial for any organization’s success, but many companies stumble when it comes to hiring people who fit their culture. Often, these missteps stem from a fundamental misunderstanding of their own corporate culture, leading to a disconnect between what is advertised and what new hires experience. To correct this, here are four common mistakes companies make when hiring for culture and how to fix them quickly.
1. Misunderstanding Their Own Culture
Many companies need help to define their authentic corporate culture, which will inevitably lead to severe misalignment in hiring. For instance, imagine a leadership team describing their company’s culture as innovative and fast-paced. Still, a survey of employees reveals that the frontlines experience the culture as cautious and compliance-focused. Neither of those cultures is better than the other, but the glaring discrepancy between them will lead to candidates who expect one environment and encounter another.
The good news is that most organizations have detailed data about what employees truly think about the company’s culture. There’s even a document somewhere in the executive suite that shows the best and worst aspects of being an employee at your organization. It’s your annual employee survey. And while it’s rarely used as a recruiting tool, it should be. A recent study on employee surveys discovered that only 29% of companies share their survey results with employees, so you might need to go on the hunt to find this data. Once you’ve got it, use that data to more accurately understand your company’s culture and embed that insight into your job ads, recruiting messages, and job interviews.
2. Using Vague or Overused Descriptors in Job Ads
What would you think of a marketing executive who said, “We’re going to mimic our competitors’ marketing materials so that we sound like every other company in the industry; we want to be indistinguishable from them.” You’d think they were nuts. Yet, generic mimicry is what often happens in job ads. Terms like “exciting,” “growth-oriented,” and “motivated” are so overused in job ads that they lose all meaning.
Take your company’s job ads and compare them to your competition. Are you using the same words and phrases? If so, instead of relying on clichés, focus on what makes your culture unique. Whether it’s an emphasis on creativity, a rigid structure for those who thrive on consistency, or a socially driven workplace, being specific can attract the right fit. Remember, if every company claims to be exciting and innovative, none of them will stand out. Clearly defining the unique aspects of your culture and using them in your job ads will help differentiate your company from the competition.
3. Not Clearly Defining Values and Behaviors
A critical step in hiring for culture fit is having a well-defined set of core values and behaviors that exemplify those values. Surprisingly, only a small percentage of companies have taken the time to detail what specific behaviors align with their values, which complicates the hiring process. In fact, the study Why Company Values Are Falling Short discovered that only 24% of organizations have detailed what specific behaviors are necessary to live their company values. And thus, only 20% say that their company always hires people who fit well with their company values.
Without a clear definition, assessing whether a candidate truly fits the culture is nearly impossible. Companies must articulate their values and the exact behaviors and attitudes that are valued (or discouraged), ensuring these are communicated clearly in the hiring process. This clarity helps the hiring team and the candidates understand what is truly expected and valued, leading to better match-making.
4. Failing to Recognize the Diversity within Cultures
Companies often envision an ideal culture that may not align with what their employees want or need. For instance, while leadership might aim to foster a highly social and collaborative environment, a significant portion of the workforce might prefer a more dependable or enterprising atmosphere. This misalignment can lead to dissatisfaction and turnover when new hires find the culture clashes with their personal work style.
For example, the test “What’s Your Organizational Culture?” shows that HR employees prefer a social culture where workers are trusted and highly collaborative. In Operations departments, however, employees prefer a dependable culture where processes and standards are paramount, and workers who follow protocol are valued.
Companies need to recognize and embrace the diversity of cultural preferences within their workforce, which can vary significantly by department or team. By understanding these differences, companies can tailor their recruitment efforts to match the nuanced realities of their organizational culture.
Hiring for culture fit is more complex than it appears. It requires a deep understanding of the existing corporate culture as perceived by employees, clear communication of what the company values through specific behaviors, and an acknowledgment of the diverse cultural preferences within the organization. Understanding and integrating these facets into the recruitment process can significantly enhance employee satisfaction and organizational success.
Come learn more about interviewing and improving your hiring process from Mark Murphy at the ERE Recruiting Conference in Anaheim, CA, on November 12 – 14, 2024.