Every company wants to find employees who believe in the company culture, but there’s a challenge to this concept. How does an employee know what to believe in if she is not an employee? If someone is not yet a team member, how does he know the culture is authentic?
In reality, a company should begin the vetting process by announcing its culture to the world, for everyone to see and hear, ESPECIALLY potential employees. Finding talent that believes in your culture begins with what that culture is and how it’s packaged.
Hiring the Right People by Choice Not by Chance
DEFINE EXCELLENCE
The first step is to define culture. Define excellence. There should be no ambiguity as to what success looks like. Team members should begin to learn what success means even before they’re team members.
PUBLICIZE VALUES AND PURPOSE
After defining the important things that will define excellence, broadcast those purposes and values across a whole range of channels. Display cultural drivers on the company website, on marketing materials, on social media, and especially in recruiting related company messaging. In reality, a potential hire should have a good idea of what she’s walking into before that first interview.
INTERVIEW OFTEN
The interviewing process should never stop. Even if there aren’t immediate needs, interview on a regular basis. Know what you’re looking for, and don’t take chances. Hiring the right people to support your purpose and values happens by choice, not by chance. The more opportunities you have to make a choice (interviews), the better your hires will be (5-star performers).
Find, hire, and retain 5-star performers.
Start with the Hiring Tips Sheet from Miick.
