Kate Maclean, Administration Officer
· Start by developing your cultural values and find out what makes your best employees amazing
· What’s more important, experience or a strong culture fit? Find out with Real People
So how can you protect your positive workplace culture and screen toxic individuals out of the organisation, and do this on a shoestring budget, as you grow?
Simple – ‘culture fit’ assessments
We’ve looked at a range of assessment methods in earlier blogs, but culture fit assessments are different and they are already being used by many major corporations. You can try the Barclays assessment here, and the Ikea assessment here. As a single job advertisement can attract literally hundreds of applications, these assessments can provide essential additional information to help an organisation decide on new recruits.
Culture-fit assessments present applicants with a problem they may face in the job role, and then, from a list of options, prospective candidates are asked to select the behaviour that they believe would best solve the issue at hand. After candidates have completed the assessment, you are able to get some idea of how well an individual matches the culture at your organisation.
It’s very similar to competencies – you start by sitting down and thinking about the cultural values in your organisation, and then develop a list of behaviours that reflect these values. Think about what makes your employees amazing, focusing especially on observable behaviours. For example, if your organisational culture is one that values customer service, this will be seen in how employees relate to customers over the phone, or how far they are willing to go to make a customer happy.
Different organisations use these assessments in different ways. Barclays, for example, uses these assessments to allow applicants to understand the culture in the organisation, enabling them to decide whether they think they would like to work for the bank or not. Other organisations do not let applicants proceed with an application unless they have a satisfactory culture-fit match. No matter how these assessments are utilised, their growing popularity demonstrates the importance of focusing on the observable behaviours of potential employees.
At Real People we often ask our customers to think carefully about the worst colleague they have ever worked with, and what it was that made this individual so awful to be around. When presented with this question, I can assure you that not one single person has disliked a colleague because they didn’t know excel ‘short cut’ keys. Time and time again, people’s least favourite workmates are the ones who are rude, lazy and have a bad attitude.
We believe that you should never overestimate the importance of candidate experience, while underestimating the importance of candidate culture-fit. As such, we’re really interested in the prospect of culture-fit assessments. Used alongside competency-based interviewing, this could provide you with an even richer set of information to ensure you select the right candidate.
A positive organisational culture is difficult to build and easy to destroy – don’t let one bad apple ruin the bunch!
Find out more about what we think at Real People by calling our helpline on 020 7710 0626 or emailing firstname.lastname@example.org