Sync: Organizational Culture and Recruitment Process
Today the job market is more connected and open than ever. Through the internet, we can meet talent from anywhere in the world. This means having access to a wide variety of candidates to join our project. So, what is the best way to find the ideal collaborators for it?
With an exam that tests your skills? Without a doubt. Ensuring that your profile meets the experience we need? Not necessarily. What is true is that in the vast majority of cases, when recruiting we forget that the organizational culture is a fundamental factor to favor the success of our business.
Although organizational culture is extremely important in the business world, some companies have identified it as a crucial pillar from the moment of choosing each of the possible collaborators. It is necessary to understand that the organizational culture is born from the minute one in which human resources contacts a possible candidate. Today I tell you a little more about some considerations that I value when hiring a new Social Piper collaborator.
Cultural alignment
“Human resources” as an actor in the business organization chart, has evolved positively in recent years. It is no longer enough to generate a work environment focused on agile processes and well-defined KPIs (Key Performance Indicators). The role of this area in any company has become much more strategic precisely as a consequence of the great relevance of the organizational culture experienced by each of its collaborators.
At Social Piper, for example, recruiting is an indispensable performance management tool, since hiring people are very strong in terms of cultural alignment. The organizational culture is transmitted from the first LinkedIn message that the candidate receives; where it predominates that the candidate gets as much information as possible while achieving two goals: transmitting transparency (one of Social Piper’s values) as well as motivating the candidate to want to be part of it. From the recruiter’s point of view, it is also beneficial to share information. The more information the candidate receives, the more options there are to discard those profiles that do not correspond to the search parameters.
Turnover and culture
Another characteristic that is important to consider in the constant process of attracting talent is the strong initial turnover it causes. 2020 closes with 22% involuntary turnover. At Social Piper, we are willing to maintain this type of initial high turnover since it undoubtedly produces a higher rate of cultural alignment tests and therefore a subsequent decrease in voluntary turnover rates.
Does the recruiting job end with hiring a new person? Hardly. The reality is that the selection process does not end the day the candidate becomes a collaborator, but months later when after an objective analysis we can determine whether or not the profiles are aligned with Social Piper’s organizational culture.
Raise your hand!
Among other principles, our culture is based on the main vein that crosses all values, mission, and vision transversely; It could be said that it is part of our philosophy: we ask that the collaborator always “raise his hand” to ask for help, ask questions, and be critical of his work. At Social Piper we want employees to raise their hands and ask questions. It will never be frowned upon and what’s more, you will be the welcome candidate to join for doing so.
Ultimately, transparency is crucial for Social Piper. We like to make the candidate feel that we are helping him in the process and that all possible information is given for a better cultural alignment. Listen to the opinion and receive feedback and interview for each recruitment and each exit. We sail together on a boat where we want everyone to row towards a specific objective (mission and vision), and to achieve this, Social Piper is strongly committed to culture by integrating it into each of its processes.
Author Hayyan Ahmad