How to Recruit Employees That Share Your Business Values



 

Employers want to build and cultivate a company with employees who exemplify the company culture, mission and values. You may notice that your organization is made up of professionals who are motivated by what you do and in turn contribute to the success of the company. If this is not the case, however, your employees’ productivity needs to be reenergized. Here are some tips that may help you improve your recruiting process so you can start attracting and onboarding talent that shares your business values.

Improve the quality of your hiring practices

Hiring? No problem. It’s hiring the right candidates that presents the real challenge. In order to improve the quality of your new hires, ensure that your interview process is structured accordingly. If you invest time in improving the quality of your interview questions, for example, they can help you assess whether the candidate is going to be a cultural fit. By simply asking, “What motivates you to come into work every day?” you’re that much closer to determining if the potential hire is going to strengthen your company culture and contribute to your business growth strategy.

Communicate your company values beyond the initial interview

When you have a team of productive, positive and diligent employees on board, you know each professional is truly passionate about his or her position and your company’s mission. But regardless of how driven your employees may be, don’t lose sight of conveying company culture after the onboarding. Communicating your values through activities, company meetings and one-on-ones will ensure that your new hires and existing employees never lose sight of your underlying mission.

Translate core values into behavioral norms

Leading by example continues to be one of the most effective motivational tools to date. While your culture and company values must be communicated on a regular basis, think of ways you can also demonstrate behaviors. For example, a leader can set a precedent for tardiness if he or she consistently arrives late to meetings. If you want to maximize mutually beneficial partnerships, be transparent and encourage team collaboration. Doing so will also contribute to a sustainable, thriving culture—and in turn improve employee retention.

Use standard best practices

While all of the above are important additions to your recruiting process, standard best practices are timeless tools for recruiting and retaining talent. In the interview process, don’t forget to check references, schedule additional interviews and consider testing them on their skills or verifying their job histories. Your existing employees and even your new hires want to be reminded that there is room to grow in your company. Without the opportunity to grow, your employees may become static and dissatisfied with their current roles.

Next time you evaluate vacancy in your organization and see an opportunity for a new hire, open the position up to your employees before posting it on your website. If your employees aren’t interested, consider running a referral program. Both efforts will build transparency, trust and morale.

Want to learn more on how investing in HR can play an essential role in company growth? Read more on our blog page.

 

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