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Organizational Culture Examples for Hiring
Do your hiring practices align with your company values?
Beth Miller, leadership development advisor for Executive Velocity Inc., says that oftentimes, if you're not clear on your company’s values, then culture can just happen without your guidance. The key to creating a healthy organizational culture is to hire people who match the values your organization holds.
Beth says that “it’s not about performance, but it's identifying those behaviors that you believe are important to the organization.” For organizations looking to redefine their organizational culture or organizations just starting out, Beth suggests looking to employees who already possess the values and behaviors that you want emulated throughout your organization. She explains that most people can be trained, and there are plenty of talented people in the marketplace searching for jobs; the question is: "Does this person have values that align with ours?"
Listen and ask yourself if you are making the correct hiring choices align with your company values.
Values within an organization are really important because they create and define your culture. Culture often times, if you're not clear on the values, can just happen. Culture just will happen and it may not be what you intended to have happen. What I recommend and, again, I work with a lot of smaller companies who oftentimes don't have values defined, is to look around in the organization and identify people who behave in ways that you value. It's not about performance. So, for instance, I always like to use the example of the high-performing sales rep, who can also be extremely toxic. They think they walk on water and will come into an organization internally and just ruin it.
The other people around see it. It's like, "Well, why does he get to do all this stuff when we wouldn't get away with that?" So it's not about performance, but it's identifying those behaviors that you believe are important to the organization. And that's through individuals that are there right now.
Once you've done that, then you need to start hiring to those values. You need to have a process where you can identify when somebody comes in to apply for a position, those values that they have. So that's more around behavioral interviewing. You need to realize there are going to be some people that have got great skill sets. They could do the job, but once they get into that job, they're going to feel very uncomfortable in a week, two weeks, three weeks. All of a sudden, they realize, "You know what? This place is not for me." We can always ask the questions of, "Hey, your Unix program," or how long you programmed and, "What kinds of programs have you created?" But, unless you uncover what values they have and how they align to your organization, there's going to be a mismatch.
Beth Armknecht Miller’s lifelong passion for learning and dedication to helping others have been constants throughout her distinguished career. It is also these passions and principles that guide her work with Executive Velocity Inc, ...
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