High employee turnover can be very expensive, and bad culture and value fit is one of the leading reasons given by outgoing staff for their departure. It comes as no surprise that people look for other opportunities when faced with spending 40 hours per week with people they don’t get on with, but what are the specific dangers and how can we avoid them?
Miscommunicated values and goals can quickly lead to company-wide miscommunication and failure to hit targets. If one employee doesn’t ascribe to your company’s values, their confusion can quickly spread through their work to their team and wider department, and before you know it the whole company is missing forecast goals. This can all stem from a small handful of employees who have been misinformed, or perhaps are wholly uninformed on your company’s values. Clear communication on your company values from the start is essential to ensuring a good fit.
Collaboration is an excellent way to bring your teams together to create a stronger, healthier company but it is also essential for crystallising company values and culture. By working together and seeing how colleagues work, we unconsciously copy their behaviours and ways of working. Collaboration is also a great way for start-ups to discover and codify their culture and values. By working together and noting your working methods, you can quickly get a feel for how you want your teams to work, and intuitively communicate this to them.
The first encounter you’ll have with a candidate’s culture and values is in the interview. It is useful to come up with a list of questions to ask candidates in order to compare them at a later stage. Questions should be built around specific values within your company – for example, one question around the value of ‘Integrity’ could be ‘Can you name one situation where you kept your word against your better judgements?’. It can sometimes be useful before the interview to answer your prepared questions yourself, as the company, and to ask colleagues to honestly answer the questions to gauge how realistic your company values are, and to have a comparison for the real candidate’s answers.
During the interview it is important to dig further into candidates’ answers by asking follow up questions to understand why the candidate behaved the way they did, what the ultimate impact was, what their drivers were and finally, to get an understanding of how the candidate’s behaviour matches with the company’s values. Questions such as these are best kept to the final stage interview, as the awkwardness of the first interview has passed and the candidate feels freer to speak their mind.
By taking care to match a candidate’s values to yours, you can avoid awkward situations later down the line. At best, a mismatched candidate will leave the company shortly after arriving. At worst they can fundamentally affect your company values and culture. Here at Jackson Hogg we are dedicated to ensuring a good candidate-client fit by carrying out extensive research on both candidate and client, and by keeping both in the loop throughout.
Jackson Hogg is a leading recruitment company in the North East, specialising in the engineering, technology and manufacturing sectors. We place candidates into their perfect jobs both in Newcastle and further afield, having recently expanded into the American markets. With our expansive networks and expert knowledge of the sectors, we deliver the best candidates, every time.
If you have a background in recruitment or are a recent graduate with an interest in the recruitment sector, please get in touch with Aoife Owens at firstname.lastname@example.org