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As companies seek to expand their businesses, aligning recruitment practices with company culture is crucial for fostering employee retention – NRL Director Rebecca Graves tells in-Cumbria business magazine In-Cumbria business magazine.
When organisations look to recruit new hires into the business, it’s only too easy to focus on their skills and ability to perform the role before choosing the best candidate based on capability. Whilst proven skills remain a key factor in identifying the best candidates, it’s important that equal attention is given to matching cultural fit.
For every job vacancy there is always a shortlist of candidates who’s work history fit the bill to undertake the role’s requirements – but that does not automatically mean that the new hire will be right for your business. Identifying what’s important to your organisation from a cultural fit perspective, will ensure you have guidelines to review each candidate’s own personal values. Where employees and employers share the same fundamental values, this harnesses loyalty and employee retention.
A business’ culture influences every aspect of the workplace, from the way challenges are approached, to employee welfare and how success is celebrated. Recruiting by cultural fit recognises that a business wants new hires to resonate with the same values and ethics they operate by, which in turn is likely to secure better job fulfilment. Reinforcing the candidate’s self of belonging and satisfaction can also be a catalyst for productivity, helping to ensure new hires seamlessly integrate with existing teams. All of which help to drive employee retention.
NRL Director Rebecca Graves sees the benefits of this approach first hand.
“Recruiting by culture isn’t just about filling vacancies, it’s about taking the time to identify candidates with the same shared values and ethos that will make a better fit for both parties. We know that when businesses take this approach, it can have a positive impact on their day-to-day operations as well as the longevity of their workforce. This in turn retains skills and expertise within the business and ensures employees are content.”
Building cultural fit into the recruitment process
Adaptions to existing recruitment processes can easily be made.
Create cultural fit assessments and behaviour-based interview techniques to match compatibility
Incorporate the company’s mission, vision and values into candidate discussions
Identify who the best people will be to form the interview panel with the capability of assessing cultural fit
Communicate culture throughout the onboarding process to reinforce its importance from day one
If you’re interested in chatting more about how NRL can support your business, then get in touch with Rebecca Graves at rgraves@nrl.co.uk
You can read the full May issue of In-Cumbria business magazine online.