Attracting candidates with good compensation packages is not the only deciding factor. Equally critical is an organization’s culture. This includes its mission, vision, practices, and etiquette. People migrate and stay in organizations where they can thrive. A well written job description and competency list is just the beginning.
Culture does not mean you copy or adopt the culture from other company. Value your uniqueness as it is the element for long-term success.
The cultural fit between the recruiters, search firms, and executives must be intact and healthy. If your candidate is a perfect match for the position, it will fall apart later if they cannot accept the organization’s culture. A fit works both ways.
Value and Respect
Any candidate must be willing to continuously build a strong culture and brand in their new organization’s role. This will empower the employee and others to be more productive and energetic.
A search firm can prepare a thoughtful questionnaire to determine patterns of behavior, beliefs, and actions. In finding the exact candidate is tool measures attitudes, openness to change culture, and understanding of the organization.
Frequently asked relevant questions cover
- Thoughts on work from home policy.
- What do they like and dislike about the organization?
- Describe a challenging task they managed and the outcome.
Locating and recruiting potential candidates that align with the organization’s culture is critical. The complex process’ return on investment objective is for long-term retention. It will only be successful by employing pre- and post-recruiting techniques. Post recruitment support is essential for both clients.