The importance of aligning hiring to organizational culture is endlessly discussed, debated, and analyzed. Everyone from researchers to C-suite leaders to HR professionals has an opinion on how to achieve this seemingly elusive nirvana. We constantly ask ourselves, “What’s the best way to ensure the individuals we’re hiring are a ‘fit’ with our culture?”
Most of us have a clear definition of organizational culture; we understand it’s the collective behavior of the people who are part of the organization, as formed by vision, values, norms, systems, beliefs, symbols, and traditions. We know that culture affects the way individual employees and groups interact with each other, as well as customers, clients, and other stakeholders.
[click here to read the rest of this post that recently ran over at Globoforce….]
For more on this topic, check out the WorkHuman Radio interview with myself and Bill Boorman, embedded here.
image: American Horror Story: Cult (season 7; creepy)
Guess what? Not all of us live, work and try to hire people in Silicon Valley. And, according to Matt Charney, that’s probably a good thing.
Scads of us who spend our days working in HR or Talent Acquisition are recruiting for decidedly less ‘glamorous’ positions than Python Developers or Strategic Content Marketers for the newest and sexiest start-up that just got some funding. In reality many of us are looking to hire Customer Service Reps, Certified Nursing Assistants, Pipefitters, Restaurant Kitchen staff and General Laborers.
While our recruiting brothers and sisters in San Francisco, Austin, New York and London may scramble to find elusive tech candidates on GitHub or in some Slack group, those of us who hire in the rest-of-the-world (you know…in reality) often find ourselves trying to connect with candidates and applicants who are not online. Folks who don’t have an email address let alone a LinkedIn profile. People who desperately want to work but have not adjusted to ‘finding a job’ in the year 2017. (this is not a generational or age thing BTW…)
I run into these job seekers every day. Every. Single. Day.
So what to do? How can we ensure that we’re:
- meeting candidates at their place of comfort and ability?
- providing applicants with an experience that is not intimidating or off-putting?
- bringing them along and educating them for future success in the digital world?
I’m not sure that we’ve got all the answers but my friend Jackye Clayton and I will be talking about this TODAY (Friday, September 1) on RecruitingLive (1 PM EST). Join us for this lively 30 minute conversation – you can register here.