More and more companies are aware of the importance that corporate culture has in the selection processes. It is no longer worth analyzing the skills and experience of the candidate, which fits into the culture of the company is also crucial.
But what does this mean exactly? The selection of personnel based on “cultural fit” does not happen by forming a team of equal people who, in turn, are equal to you. Rather, it is about hiring talent capable of developing their work aligned with the company's culture. That is, employees who share the values of the company so that they feel more committed, collaborate and give their feedback.
The conversation about corporate culture should take place during the interview.
Companies should use tools to publicize their corporate culture in a pre-interview phase. In this way, candidates could decide whether or not they fit before submitting their candidacy.
Mission definition, vision, and values (MVV) is a good starting point. Of course, a definition adjusted to the truth and that conveys the reality and essence of the culture of the organization. Forget empty texts full of words that say little about the idiosyncrasy of your company. How many times have you read texts about the mission, vision, and values (MVV) of a company on its corporate website and felt a dejavu?
Join the MVV to create the culture of your organization.
Through the mission, vision, and values you should define how the company acts. Let the corporate culture guide your employer branding strategy. Every company has a commercial customer acquisition strategy, why shouldn't it have a brand strategy aimed at attracting and retaining talent?
It is necessary to align the employer branding strategy with the candidate's experience. The employer branding is what the company sells, the experience of the candidate is what he thinks he is buying. They must fit to be reflected in the company's results.
If the corporate culture is transparent and clear in the eyes of the candidates, they may have a realistic vision, not only of the work but also of the organization of which they will become part. In this way, they can decide whether or not they fit before running. Also, the person in charge of recruiting staff should ask questions related to the “cultural fit” during the interview: Why do you think you are good for our organization?
Thus, for any company that values its corporate culture, it should also be crucial to carry out selection processes in which the cultural fit is one of the decisive factors.