Posted by Don (oct 29,2019 )
How to Use Your Organisational Culture to Hire the Right Employees
So… you have heard a lot about the importance of hiring the right employee (yay), and you are zeroed in on getting the best man for the job. How do you make your hiring more efficient and accurate without overshooting your recruitment budget (or wearing out your HR manager with your motivational 'Hire the Right Employee' tirade?
Know the Culture of your Organisation
Ask yourself – 'How are things done around here?'. Getting the answer to this question is the first critical step to creating an employee-organisational fit and scaling employee performance. This question sets the tone for formulating your HR policies across the board so that, when employees come on board, they know what the organisation stands for, what it values, and what it expects of them. This will help them to align their personal and professional objectives easily and quickly with the organisation's goals. Fourlead's organisational culture classification breaks culture into DISC Classifications: the
Driver culture is aggressive and competitive, the Innovate culture is entrepreneurial and adhocratic, Society culture is clan-focused while the Compliant culture is hierarchical and standardisation-based.
What's Your Culture?
Society Culture Type
Is your culture clannish? Do you like the 'Do things together' approach where everybody gets involved in everybody's business? Are coaching, mentoring, nurturing and supporting the most important focal points of your organisation? If this is your style and you wanted to hire one person between two fantastic individuals with similar skill sets, hiring the person from a communal background may be favourable to your work culture over hiring the other person whose self-dependence background may favour independent work (except you find yourself an independent worker who understands and readily embraces the society culture type). An independent will prefer to work in isolation, shy away from team tasks and actively prevent people from getting in his business behaviours that are contradictory to the cultural values of society work cultures.
Innovate Culture Type
If your culture is adhocratic in nature (doing things first), and your people are entrepreneurial self-starters and DIYers who like to try things out on their own first (and will only ask for help when they have tried absolutely everything possible without success), you might end up frustrating a person who relies a lot on support and teamwork to function effectively. The independent employee may be more likely to fit right in because this is in line with his/her cultural and societal background. Note that using this as a measure of skill level rather than organisational fit when hiring will not reflect an accurate representation of skills because of the differences in cultural and historical orientations.
Driver Culture Type
If you have a culture where the focus is on competition, results, achievements and getting things done, you may have a hard time choosing between someone from an independent-flexible culture and maybe someone from an independent-rigid cultural background. This is because each person comes from a cultural background that is heavy on competitiveness, results, and getting things done. However because one is flexible (factors in the human quality) and the other is rigid (get results or get fired) one candidate will fit in better than theother- depending on your cultural leanings and requirements as an organisation (are you all for results or is there a meeting point between result and empathy?)
Compliant Culture Type
Some organisational cultures are hierarchical in nature – a lot of emphasis is placed on structure, doing things right (rather than getting things done), stability and process, standards, policies, and procedures. Hiring for this organisation means that you would need to find someone that respects line of command and/or someone who wouldn't have a problem being told what to do and how to do things. People from a naturally hierarchical society would generally fit better into such structured and compliance-oriented organisations than a strong-willed, free-minded independent person.