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?
Hiring someone new is a critical decision for a team or organization, and every step of the hiring process contributes to the final outcome. Use these resources from Google to help you approach hiring in a fair and structured way.
Articles on re:Work blog
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
There are some common mistakes that hiring managers just cannot seem to stop making. New hiring managers make these, but even seasoned pros will get comfortable and start making these mistakes.
Article by Declan Fitzgerald, HR Leader @ HubSpot
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
Hiring is one of the most important capabilities for a company to develop as it constitutes “choosing the choosers” of what a company will do and how they will do it. Therefore, learning and continuously improving how to make hiring more effective and one’s own team more skillful at it, is time well spend. In this three-part post Incandescent CEO, Nico Canner, outlines and explains nine core disciplines integral for hiring well.
Article by Niko Canner, Founder of Incandescent
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.
An approach to hiring that genuinely identifies real skill and fit will give you the best shot at assembling the right team. A candidate assessment that mimics the actual work the candidate must do to succeed will give you the best hiring ROI. Maybe it’s a trial; maybe it’s a presentation; maybe it’s a short-term assignment that can be done in an afternoon.
Article by Matt Mullenweg on HBR
Research done by Amir Goldberg and Sameer B. Srivastava indicates that both cultural fit and enculturability do matter for individual career success (e.g., getting promoted or not getting fired.) But they find that employees with low initial cultural fit and high enculturability do better than employees with high initial cultural fit and low enculturability. Goldberg’s and Srivastava’s work suggests that firms should put place less emphasis on screening on cultural fit and points out the value of screening on enculturability.
Laszlo Bock former SVP of People Operations at Google shares his Google-bred wisdom on how to interview and hire new recruits as well as how to retain top talent through nurturing a distinctive culture.