Imagine a new recruit started with a company and in the first week, they discover the owner is the sole decision maker. What about that new hire whom was told the vacation blackout period is the same time as their annual family fishing trip. Or finally, that new hire who accepted the job because they will be leading a major new initiative. What they aren’t told before they accepted the job is that it doesn’t have funding or legs to stand on. Those are some obvious culture hurdles but what about the invisible ones? The ones that aren’t as obvious right away? Ones that aren’t hurdles but are culture traits that end up hurting new hires and a company post-hire.

That’s why the practice of hiring for a job or a role needs to evolve into hiring for a culture.

In this blog, you’ll learn of some of those hidden culture traits. Why hiring for a culture needs to evolve from hiring for a role. Finally, you’ll find out 3 reasons why hiring for a role costs you great employees.

Vacation policy, decision making and project assignments are all obvious examples of why a new employee may end up leaving a business. Either a post-hire surprise or just a missed discussion during the hiring process. But those are things we can’t see from the inside. The patterns or behaviours that have become habits or everyday occurrences are just as impactful to retaining new talent.

Late nights, excessive on-call hours or even drinks at the office.

One study reports that one in three employees would move to a new company because they are overworked. Now consider the last employee that you hired? How much of a discuss did you have about workload? “We are always very busy”, “we never stop” and “we have a busy season”- these may come up during an interview process. This subjective approach can mislead candidates, if it’s even ‘discussed’ during an interview. What should also be considered is a candidate’s potential job satisfaction if they were consistently busy. This hidden culture trait needs to be discussed and even experienced with a candidate.

Other hidden culture traits have developed from habits.

Consider the monthly social drinks event, or the Friday afternoon beer pong. While exciting for some and acceptable for many, these habits could drive new employees to quit. Regardless what social activity, these habits should be front and center during the interview process. Imagine that first Friday a new employee experiences the beer pong tournament. You could even consider less rambunctious culture habits such as daily “family” style lunches, or lockdowns during a technology release. It isn’t to say these things are bad, as a matter of fact, they could help enroll passive candidates. Use these habits as a calling card for business, discuss them with candidates.

The hidden and visible cultural traits lead us down a trail to changing the way we hire significantly.

Imagine your spouse surprises you with a trip. They tell you to pack your bags as you’re headed to Disney in Florida. When you arrive it isn’t what you had imagined. As a matter of fact you’re standing in the middle of an abandoned theme park.

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Image – Tri-circle-D, disboards.com

That’s Disney River Country that closed in 2001.

Your spouse didn’t lie to you. You’re in Florida, it’s a theme park and it’s a Disney one. This is how many candidates see themselves when they start at a new company. This is a major factor that goes into high turnover of new hires. Despite having the right skills the employee doesn’t click with the culture.

3 Reasons Why hiring For A Role Costs You Great Employees.

The Mission

When hiring only for a role we look at skills, education and work experience. Will the candidate meet our needs? Will the candidate perform at the same level as the previous employees that filled the role? However, when we hire for culture we also ensure that the candidate believes in the mission of the organization. When an employee believes in your mission and values, they work harder, they are dedicated they are determined. Hiring for a role and overlooking the mission fit results in disengaged employees.

The Future

When an employee sees a future with an organization they stick around for the long term. Selecting candidates only on the skills you need today and not looking at their future fit will end in disappointment. Great employees that fit the need now but don’t see a future will hit the road quickly. Ask yourself where the candidate fits into the long term and future plan. Doing this during the hiring process will help ensure longevity.

The Connections

An employee that feels if they are a cog in the wheel aren’t likely to bring in new customers or future employee references. Would you? Imagine if every day you felt as if you were only punching the clock and were not making a difference. Going back to the future and mission, would you bring in new clients if you didn’t see a future with the organization? An employee who is hired for culture are more likely to bring referrals and activity into the organization.

To learn how to hire for culture click here and download our guide: 3 Steps To Winning The Recruit To Retain Revolution.