Category Archives: Recruitment

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Use Job Analysis During a Hire to Find Talent-Environment Fit

Hiring competent and qualified employees has never been easier than today, with the Internet, an increasing availability of assessment and competency frameworks or models, and more and more ways to validate what goes into good work.

However, while many companies are increasingly focusing on ensuring that employees display the behaviors and competencies contributing to producing quality work or high performance, fewer are using job analysis to match employees to company culture.

Employee turnover remains one of the costliest aspects of employee management but using job analysis during the hiring process to match employees to culture will greatly reduce it.

This starts with being able to articulate what your company culture and environment is, and validating that assessment. Then, your ability to hire based on environment and shared values will greatly increase long-term employee retention and therefore drive the costs of hiring and re-hiring down.

Defining Your Culture and Environment

Every organization has a company culture. It’s often a mix of values, ethics, work environment, expectations, and how people work. You often cannot deliberately choose your culture, but you can work to influence it and create a culture that better reflects organizational ideals and methods.

The organization should define company culture, align it with the company’s vision and goals, and work to restructure or change it where necessary. Your culture should be aligned with company actions, strategy, decision-making, and communication, because work must support cultural beliefs, or your cultural beliefs don’t reflect your real culture.

You can also take the time to define why this is your culture. Sometimes the why is because it simply happened. Other times, you carefully nurture company culture to create a good work environment where people, productivity, and innovation are at the forefront.

Going Beyond Person-Job Fit

Most HR assessment tools are used to match a person to a role, matching their hard and soft skills as well as behavioral patterns to those mapped as essential in the role.

While this is very helpful in choosing someone, who can be competent and productive in the role, it says nothing about their ability to be happy and to contribute inside the organization.

Mapping HR assessment to company culture allows you to assess whether a person’s beliefs, values, and ethics align with that of the organization and whether you can contribute to each other.

This will tie in well with behaviors and beliefs already mapped by existing HR assessment tools, you primarily just have to map them to your organization as well as to the role.

In some cases, you can achieve this by using broad organizational-level competency frameworks defining the beliefs and behaviors everyone in your organization should share, in others, you can look for specific patterns of behavior indicating a good cultural fit.

Employees who can step into an organization that already shares their work values, moral and ethical concerns, and who mesh well with the existing structure are more satisfied with their job, more able to contribute and work productively, and more likely to stay with the organization for the long-term.

While any employee retention will naturally tie into development, growth opportunities, and long-term organizational growth and management, hiring for a good cultural and environmental fit gives you more opportunities to retain employees because individuals mesh with their environment, get along with employees, and are able to contribute in multiple ways to the company’s culture and output.

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7 ways to build a company that attracts top talent

The competition for top experts is getting more intense as global communications simplify international job searches, so companies have to work harder than ever to recruit the most talented individuals. To consistently attract high-value candidates, employers need to think strategically and apply proactive measures aimed at improving company image in the eyes of the public.

The following factors can help you attract and retain top talent, regardless of which industry you might be active.

7 ways to attract top talent

Offer a competitive financial package

Of course, good salaries are the strongest argument that often turns out to be decisive. However, the size of the paycheck is not the only relevant detail, since employees expect timely payments and appreciate bonuses and other benefits.

Recognize hard work

Companies that run an internal rewards and recognition program can inspire loyalty among the workforce, especially among the top performers who are likely to receive the accolades. It’s essential that the program is operated in a fair and transparent manner for best effects on motivation.

Hire for a smart workplace

Having a super-connected office full of latest technologies will make your offer more attractive to the younger candidates. If your PR department manages to get a few photos of this high-tech environment publicized in local print, you won’t lack in job applications in the near future.

Foster strong corporate culture

This factor includes both the external image of the company and its internal communications. Strong brands have a distinct identity and it doesn’t take long for newcomers to feel they are a part of something bigger. Employees are even ready to take 12% cut to their salary for working with a top brand.

Have a clear and coherent recruitment strategy

Numerous employers check all the boxes we listed, but fail to communicate this fact to the general public. The best way to avoid this trap is to formulate a sound recruitment strategy and identify priority target groups, followed by focused communication that highlights company strengths.

Provide continuous education

Frequently sending your employees to industry events and business seminars is a great way to infuse new knowledge into the company and keep employees happy at the same time. This will also position you as an innovator that values progressive thinking, providing a secondary boost to recruitment.

Practice promotion from within

When a large part of your top management originated from the lower levels of the company, this sends a strong message about the principles used to select the leaders.  Up and coming experts will be more likely to join if they perceive their career growth chances as wide open.

All of the techniques above should be integrated into long-term strategy and executed with a high level of professionalism to win the hearts and minds of young professionals with great potential, as well as experienced veterans of the trade. Successful implementation of the plan will leave your company well stocked with premium talent and capable of expanding its market positions and revenue streams.

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