At Expr3ss!, we know that finding, hiring, and retaining an engaged workforce is the essence of business success. That’s why everything we do is focused on helping our customers answer this key recruitment question: Who are the right people for your organisation?
Now, when Expr3ss! talks about the “right people”, we’re not talking about job applicants that possess the basic skills to get the work done. We’re talking about potential applicants who will fit into a company’s corporate culture and become a brand advocate on every level.
In this article, we examine why old-school recruitment protocols come up short when it comes to identifying outstanding applicants, and show how new technologies make it easy to identify applicants whose attitude and skills will help build your brand.
Man Does Not Live By Skills Alone
Skills-based hiring is a carryover from a long-standing tradition in HR. In what has become a traditional, if out-dated, 4-step process, companies
- Advertise the position
- Review resumes
- Interview applicants
- Hire the candidate with the best skills
The drawback to a skills-based approach in recruitment is that the information it provides is limited. It will help you identify someone who is good at performing a task, but fails to evaluate if the person will be a good addition to your team and an asset to building your brand.
The assessments Expr3ss! has developed for its clients are part of a new generation of recruitment tools that evaluate whether a applicant is a good cultural fit for the company. Through a unique, proven, online system, we help clients quickly and cost-effectively match and pinpoint only those applicants with the right skills, attitudes and cultural fit.
3 Reasons Cultural Fit Matters
Cultural fit measures the alignment of employees’ beliefs and behaviours with their employer’s core values and company culture. When the fit is right, an employee will be likely to excel and build their career with your organisation. A 2005 meta-analysis on cultural fit revealed that employees who meshed well with their organisation, co-workers, and supervisor
- Had greater job satisfaction
- Were more likely to remain with their organisation
- Showed superior job performance
When the cultural fit is poor, disengaged workers rule. With disengagement comes dissatisfaction and a variety of related problems ranging from bad production on the line to poor customer service in the front office.
“An employee who is not aligned with the culture and is not committed to living it can wreak havoc pretty quickly, even if they bring a great deal of skill and experience to their craft.” Lauren Kolbe, KolbeCo brand media agency
Defining Your Corporate Culture
Overlooked for decades, cultural fit is now shown to be an integral part of the recruitment process. In fact, as reported in Business News Daily in February, a survey of international employers found that more than 80% of managers named cultural fit as a top priority when hiring new staff.
Every workplace has a culture: the set of values, mission, attitude, atmosphere and environment in which business is done. It is the responsibility of management to codify that culture and communicate it with clarity.
If you haven’t thought about your corporate culture and its impact on your recruitment strategies, we invite you to contact Expr3ss! to learn how our innovative software solutions can help you find your next great hire.