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BEYOND THE RESUME:
CULTURAL FIT MAY
MATTER MORE
Every organization wants a friendly, hardworking,
and diverse workplace. It’s easy to map out your
culture goals on paper, but what about the people
who live it?
WHAT’S THE BEST WAY TO ASSESS
EMPLOYEES FOR CULTURAL FIT?
Recruiting can be one of the most time consuming
and expensive processes organizations go through
each year, making it sting even more when you
realize 90 days in, you hired the wrong person.
Is there a way to get more insight
when matching a candidate to your
organization? Yes—by thinking
culture first, skill set second.
YOU’RE HIRED?
Why hire for cultural fit?
By hiring for a cultural fit, employers can more
easily weed out poor candidates and in return,
spend more time making an investment and
building on culture. Positive work culture is the
most important aspect of an organization; it
makes sense to hire people who appreciate
and connect with your organization’s values.
- Carina Wytiaz
“
”
The best hiring managers have
hired for fit all along. They are
the ones who build teams with
lower turnover and better work
product.
http://blog.octanner.com/leadership/recruiting-top-talent-hiring-for-fit
TIPS ON HIRING
FOR CULTURAL FIT:
1. Cast a wider net in recruitment
2. Ask culture-driven questions
3. Be appealing to candidates
4. Consider creating a job for a great candidate
1
CAST A WIDER NET
IN RECRUITMENT
One of the paradoxes of recruitment is
whether to hire a specialist or generalist.
Specialists can skip the training and get
straight to work, but may not have other
attainable skills for career advancement.
On the other hand, generalists will take
more time to train and develop, but could
have other traits necessary for long-term
commitment to the organization such as
leadership skills.
So how do you combat this issue?
RESUME
When sending out the job posting, consider and interview
candidates outside the spectrum of what you’re looking for.
Look for people in different industries who have traits that
the organizational culture is built on. Chances are, it’s easier
to find a workable personality than someone with the skill
set AND a workable personality.
RESUME
2
ASK CULTURE-DRIVEN
QUESTIONS...
What are culture-driven questions? They can
vary from an applicant’s approach of work
conflict, to work/life balance, and even to
their sense of humor. Ask prospective hires
to design their own job and give you the
job description. Be creative and think of
questions you like to answer in order for
someone to get to know you better.
http://blog.octanner.com/leadership/recruiting-top-talent-hiring-for-fit
...AND HAVE AN ANSWER KEY
FOR REFERENCE
There’s no point in asking questions if you don’t have a
general idea what the right answer is. Employers need a
guide to let them know good answers from mediocre
ones. Talk with current employees to get a sense of right
and the wrong answers.
http://talent.linkedin.com/blog/index.php/2014/08/hire-for-organizational-culture-fit
“
”
The trick to building a creative, modern
workforce might be asking all those
silly questions—What’s your favorite
movie? What’s your favorite book?
What makes you uncomfortable?—and
valuing most highly the answers you’ve
never heard before.
http://www.businessweek.com/articles/2013-01-03/job-applicants-cultural-fit-can-trump-qualifications#p2
3
BE APPEALING TO
CANDIDATES
Chances are, great candidates will have
multiple job offers. You, as an organization,
need to be appealing to candidates and offer
some sort of company resume to your
applicant. It doesn’t need to be a sales pitch
or advertisement, but the organizational
culture that you're trying to instill should
speak for itself. Also, don’t be afraid to
actively recruit in less common areas where
enthusiastic workers can be found.
“
”
ON JOB POSTINGS:
Text alone won’t grab a job seekers’
attention. Create a visual experience...
Videos help you communicate your
employment brand more clearly than
any other medium, because potential
recruits get to ‘see, feel, and hear’ what
it’s truly like to work at your organization
from the employees and leaders
themselves.
http://thehiringsite.careerbuilder.com/2011/11/21/do-this-not-that-8-job-posting-tips-for-better-candidates/
4
CONSIDER CREATING
A JOB FOR A GREAT
CANDIDATE
Say you interview a great applicant who may
not fill the job description exactly but is
someone you still want to employ. Consider
making an investment in the person and fit
them in a position that they can better fulfill.
If their skill set is worth obtaining and will
increase cultural dynamics in the office, the
value they can add is worth bringing them
on board.
The best way to assess for cultural fit within the organization is
during the hiring process. Keep an open mind when looking
through those stacks of resumes, searching for outstanding
people over box checkers. Identify varied, diverse backgrounds
that can indicate a willingness and capacity for learning.
Follow these tips to find applicants with the work
experience and personality that will complement
your diverse workplace.
RESUMERESUME
JOIN OUR COMMUNITY
For more tips on building a great work culture,
join our community.
O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner helps the world inspire and appreciate great work.
Through our innovative cloud-based software, tools, awards,
education, and research, we provide thought leadership and
strategic recognition solutions for thousands of clients globally.
Designed to engage talent, increase performance, and drive
corporate goals, our solutions create personalized recognition
experiences delivered through a smart technology platform.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values,
and sound business principles.

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Beyond the Resume: Cultural Fit May Matter More

  • 1. BEYOND THE RESUME: CULTURAL FIT MAY MATTER MORE
  • 2. Every organization wants a friendly, hardworking, and diverse workplace. It’s easy to map out your culture goals on paper, but what about the people who live it? WHAT’S THE BEST WAY TO ASSESS EMPLOYEES FOR CULTURAL FIT?
  • 3. Recruiting can be one of the most time consuming and expensive processes organizations go through each year, making it sting even more when you realize 90 days in, you hired the wrong person. Is there a way to get more insight when matching a candidate to your organization? Yes—by thinking culture first, skill set second. YOU’RE HIRED?
  • 4. Why hire for cultural fit? By hiring for a cultural fit, employers can more easily weed out poor candidates and in return, spend more time making an investment and building on culture. Positive work culture is the most important aspect of an organization; it makes sense to hire people who appreciate and connect with your organization’s values.
  • 5. - Carina Wytiaz “ ” The best hiring managers have hired for fit all along. They are the ones who build teams with lower turnover and better work product. http://blog.octanner.com/leadership/recruiting-top-talent-hiring-for-fit
  • 6. TIPS ON HIRING FOR CULTURAL FIT: 1. Cast a wider net in recruitment 2. Ask culture-driven questions 3. Be appealing to candidates 4. Consider creating a job for a great candidate
  • 7. 1 CAST A WIDER NET IN RECRUITMENT One of the paradoxes of recruitment is whether to hire a specialist or generalist. Specialists can skip the training and get straight to work, but may not have other attainable skills for career advancement. On the other hand, generalists will take more time to train and develop, but could have other traits necessary for long-term commitment to the organization such as leadership skills. So how do you combat this issue?
  • 8. RESUME When sending out the job posting, consider and interview candidates outside the spectrum of what you’re looking for. Look for people in different industries who have traits that the organizational culture is built on. Chances are, it’s easier to find a workable personality than someone with the skill set AND a workable personality. RESUME
  • 9. 2 ASK CULTURE-DRIVEN QUESTIONS... What are culture-driven questions? They can vary from an applicant’s approach of work conflict, to work/life balance, and even to their sense of humor. Ask prospective hires to design their own job and give you the job description. Be creative and think of questions you like to answer in order for someone to get to know you better. http://blog.octanner.com/leadership/recruiting-top-talent-hiring-for-fit
  • 10. ...AND HAVE AN ANSWER KEY FOR REFERENCE There’s no point in asking questions if you don’t have a general idea what the right answer is. Employers need a guide to let them know good answers from mediocre ones. Talk with current employees to get a sense of right and the wrong answers. http://talent.linkedin.com/blog/index.php/2014/08/hire-for-organizational-culture-fit
  • 11. “ ” The trick to building a creative, modern workforce might be asking all those silly questions—What’s your favorite movie? What’s your favorite book? What makes you uncomfortable?—and valuing most highly the answers you’ve never heard before. http://www.businessweek.com/articles/2013-01-03/job-applicants-cultural-fit-can-trump-qualifications#p2
  • 12. 3 BE APPEALING TO CANDIDATES Chances are, great candidates will have multiple job offers. You, as an organization, need to be appealing to candidates and offer some sort of company resume to your applicant. It doesn’t need to be a sales pitch or advertisement, but the organizational culture that you're trying to instill should speak for itself. Also, don’t be afraid to actively recruit in less common areas where enthusiastic workers can be found.
  • 13. “ ” ON JOB POSTINGS: Text alone won’t grab a job seekers’ attention. Create a visual experience... Videos help you communicate your employment brand more clearly than any other medium, because potential recruits get to ‘see, feel, and hear’ what it’s truly like to work at your organization from the employees and leaders themselves. http://thehiringsite.careerbuilder.com/2011/11/21/do-this-not-that-8-job-posting-tips-for-better-candidates/
  • 14. 4 CONSIDER CREATING A JOB FOR A GREAT CANDIDATE Say you interview a great applicant who may not fill the job description exactly but is someone you still want to employ. Consider making an investment in the person and fit them in a position that they can better fulfill. If their skill set is worth obtaining and will increase cultural dynamics in the office, the value they can add is worth bringing them on board.
  • 15. The best way to assess for cultural fit within the organization is during the hiring process. Keep an open mind when looking through those stacks of resumes, searching for outstanding people over box checkers. Identify varied, diverse backgrounds that can indicate a willingness and capacity for learning. Follow these tips to find applicants with the work experience and personality that will complement your diverse workplace. RESUMERESUME
  • 16. JOIN OUR COMMUNITY For more tips on building a great work culture, join our community.
  • 17. O.C. TANNER AND THE O.C. TANNER INSTITUTE O.C. Tanner helps the world inspire and appreciate great work. Through our innovative cloud-based software, tools, awards, education, and research, we provide thought leadership and strategic recognition solutions for thousands of clients globally. Designed to engage talent, increase performance, and drive corporate goals, our solutions create personalized recognition experiences delivered through a smart technology platform. The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.