It’s hard to hire your first employee, it’s hard to hire your 50th employee, and it’s still hard to hire your 500th employee. If you’ve read anything about hiring best practices, you’ve probably read about hiring for culture fit. This isn’t an article about convincing you to hire on the basis of culture fit. This is an article on how to actually do that.
Employee retention starts with first being able to clearly articulate what the organizational culture is. What are the aligned values, beliefs, behaviors and experiences that make up the organization’s environment?
Written by Brent Gleeson for Forbes
There may be good reasons to look for teammates who will “fit in”—they might feel more comfortable, they could be happier and more engaged, they might stay in the role longer. But merely selecting people who fit into the existing peer group will likely go at the expense of increased performance benefits of a diverse team base. Therefore, it might be fruitful to think of a better framework combining cultural contribution and values fit in evaluation potential teammates.
Article by Courtney Seiter on the Open Buffer blog
You can have the most impressive leadership, the sleekest products, or world-changing ideas, but it won’t amount to much if your company can’t build a culture that attracts top talent and makes them want to stay. Airbnb CEO Brian Chesky cites “Don’t f**k up the culture” as one of the most important pieces of advice he’s received. And it all starts with hiring.
Article by Jennifer Kim on LinkedIn Talent Blog
When a job isn’t working out, think about why: Is it culture? The skill set needed? Or the wrong role? And don’t be afraid to change things up.