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Professional skills and experience is essential in obtaining services, but they are just Part When screening the equality candidates, it is equally important that someone is well associated with your company culture. This alignment affects employees’ satisfaction, team support and long -term maintaining. Recently. , This is just the difference between filling a role and building a flexible, values -driven organization.
In my process of renting, I look beyond experience and technical credentials. I focus on how candidates show real interest in our mission and our mission. I want to know how they work with others, how they respond to change and do they value integrity and transparency – the two basic principles of our organization. One of my questions is how they have handled the moral dilemma. Their reaction often shows more than a skill test.
Your priorities may vary in terms of your team’s culture, but the point of identification of the fit should follow a similar framework. How to prepare the rental process here, which balances the ability with cultural alignment.
Related: I have worked with hundreds of businessmen to measure their teams. How to get the right people aboard the ship
Understand and explain your company’s culture
Before you can screening the culture, you will need a clear understanding of what your culture is actually. It has your mission, values, communication principles, leadership style and even how people cooperate day by day. There is no poster on the culture wall – this is really the work.
Gallup Research It shows that 10 out of 10 US employees strongly agree that their company’s mission makes them feel that their work is important. In other words, candidates are not just a salary but looking for meaning. They are researching your company before applying, and if your values are not visible or is not clearly explained, they will not know whether to choose themselves or outside.
During the interviews, a question that I often ask is: “Can you tell me about the time you had to adapt to a major change at work?” This helps gauge practically flexibility, flexibility and values-it is important indicators whether the candidate will develop in our fast-paced environment.
Embed the culture in the content of your services
Introducing its culture initially sets the tone of the candidate’s entire experience. By making your values and workplace principles in job description, career pages and interviews, you attract applicants who resonate with your environment – and prevent those who don’t.
For example, I always outline my mission, values and expectations. We design interview questions around the real scenario facing our teams, which not only allows candidates to show how they think, but also show how they appear daily.
Some practical ways of displaying culture in the process of hiring you include:
- Share the definitions of employees on their website or LinkedIn.
- Communication preferences, workplace flexibility and performance expectations clearly in job posts.
- The use of real -life examples in the interview to put your values into practice.
Use openly, visualized questions
Open ordinary questions on the surface of sparking conversation-and deep features that make or break the dynamics of the team. Instead of asking yes or any questions or fully relying on fake conditions, let candidates tell the real stories about their experiences.
This point of view helps to show how they solve problems, go to dispute, take initiative and cooperate – all the things that affect team chemistry and performance. It also allows you to evaluate the style of communication and thinking, which is important for a healthy, effective work culture.
Related: Your team will only succeed when they trust each other
Be transparent from the beginning
Having services is a two -way decision. The more transparent you are about, you are about this role, team and the challenges included, as much likely you are looking for candidates who are genuinely ready and excited to contribute. If there are tough aspects of this character – changing extraordinary times, evolutionary responsibilities or team structures – then say in front of it.
Transparency misrepresented the candidates quickly and determined the accent of honest, confident relationships.
Professional skills and experience is essential in obtaining services, but they are just Part When screening the equality candidates, it is equally important that someone is well associated with your company culture. This alignment affects employees’ satisfaction, team support and long -term maintaining. Recently. , This is just the difference between filling a role and building a flexible, values -driven organization.
In my process of renting, I look beyond experience and technical credentials. I focus on how candidates show real interest in our mission and our mission. I want to know how they work with others, how they respond to change and do they value integrity and transparency – the two basic principles of our organization. One of my questions is how they have handled the moral dilemma. Their reaction often shows more than a skill test.
Your priorities may vary in terms of your team’s culture, but the point of identification of the fit should follow a similar framework. How to prepare the rental process here, which balances the ability with cultural alignment.
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