In this article, Shankar Meembat, The Alternative Board at Milton Keynes talks a little bit about culture and why it is so important in the recruitment process.
Quite often when I talk to businesses, one of the biggest challenges, when I ask them about their challenges they are facing. Somewhere right up at the top of the list is the fact that they are ‘unable to find good people’.
I always follow this up by asking what they have defined?
And how do they define good people?
Invariably the qualities they are looking for include such things as ;
That they work very hard.
That they prioritise the work over everything else.
They want people to be going the extra mile to achieve the business objectives.
Whilst these are all really good criteria, the are often simply a mirror image of themselves.
In short what those business owners are telling me is that they would like to have their employees being people who are exactly like them, and we all know that’s not practical, for various reasons.
I’d like you to look at things a little bit more now.
Yes you need to have those qualities in the mix, but it’s not about getting those qualities. Those are not the actual qualities of people. Those are the behaviours of people. And ultimately behaviour is driven by company culture.
So before you go out and try to find that ideal candidate.
Take a moment to reflect.
Do a bit of self-reflection.
What’s the culture that you have in the company?
What is it that you would like to see in the company?
What are the values that your company lives by?
Are those documented?
Are they’re communicated effectively?
Culture, vision, values.
Be warned, these are not just for the large companies! They are equally important for
those owner-operated businesses, because they help you to attract the right people and talent to your organisation.
As you carry out the recruitment process. As you interview people. That’s what
you share with them. Then, once you have, you can find the people who are willing to share common grounds with you on culture, on vision, and on values.
You would find that they would be a good company fit.
Their behaviour would be what you want them to.
So remember, get those things documented first. Your Culture. You Vision, Your Values.
Make sure they’re documented and equally as importantly, that they are communicated effectively. And as you run the company, make sure you have a way of monitoring to see how these are kept up within the company daily, weekly, monthly and even yearly.