When recruitment goes wrong…
A bad cultural fit for any organisation can be a damaging and costly exercise.Failing to understand the candidate in the first instance is invariably the root cause to the issue with the initial interview perhaps failing to spot any potential problems.The fact is, every organisation has a culture, whether that is good, bad or indifferent. One thing is certain, cultures come in all shapes and sizes and two businesses doing exactly the same thing, producing exactly the same results will almost definitely have different cultures and that means a candidate may be perfect one for one, but a huge mistake for the other.Taking the time to understand the candidate better is the key. Just because they come out top of the pile regarding skills and past experience doesn’t mean they will slip seamlessly into your team. Introducing a negative influence into a productive group can disrupt harmony and cause a number of knock-on effects that can be both stressful and expensive.People are people and you won’t find their personality on a piece of paper, no matter how impressive it might read. If the new employee simply doesn’t fit or, perhaps worse still, doesn’t want to fit in it will take time to correct the mistake and ultimately it will cost the business money and take time for the team to recover.It all sounds a little dramatic, but it’s true and it’s backed up with statistics. In the US, 46% of new employees fail within 18 months – and of those 46%, some 89% were due to a bad cultural fit. Call it nine out of ten – those are pretty startling figures and emphasise the need to get the process right from the beginning.That’s why finding the right person doesn’t necessarily mean finding the best qualified person – it’s all about matching individuals and employers in the first instance and thanks to Peek, finding a square peg for a round hole will soon become a thing of the past.
Millennials and how to keep them happy
Millennials - they were the generation that followed ‘X’ - and they can be a restless lot.Defined (loosely) as those who reached young adulthood at the turn of the 21st Century, they now make up a large proportion of the UK’s workforce.And as more Generation X employees retire, so more millennials will occupy senior positions within organisations before another generation comes in behind them.Overall, millennials share many similar traits and a fair proportion of those traits will differ from the generation that came before them.They are generally optimistic about life and the future and want to see clear paths forward – their idea of job hell is a role with no real prospects. They want to make an impact and progress and find employment that matches their ambition.Needless to say, if the opportunities for the role being offered is limited, this information must be imparted at the interview because they will quickly discover the truth once they are on board.Deloitte report: “Not impressed by the “buzz” around a business Millennials judge the performance of a business on what it does and how it treats people. For example, among those saying business “means more than a healthy balance sheet,” more than six in ten would reference the quality of its products and services (63 percent) or levels of employee satisfaction (62 percent). A majority (55 percent) focus on customer loyalty/satisfaction. Innovation and efficiency also rank highly. “It’s important to really understand their values and what drives them – notorious multi-taskers, they’ll need to know what is encouraged and what is not to avoid any misunderstandings. They can often be impatient and in need of stimulation so anything associated with the position that is regularly long-winded and boring will quickly lose their interest.As the most inclusive generation, you’ll need to know if they have experience of working with diverse groups when they were perhaps outside their comfort zones and how they dealt with it – their answers might encourage you to proceed or decide they are perhaps not the ideal candidate for you.They are traditionally passionate about helping the community in some form, whether voluntary or charitable schemes they may have been involved in – if they have, find out more about it and why they took part. Selflessness and a charitable nature are excellent attributes for future leaders.Find out what sort of environment they thrive in, from the organisation culture to how the office floor plan is designed – this could raise one or two alarms depending on the responses – or strengthen their chances.Be clear on what their path within the business could be and maybe ask them where they’d like to be in five years’ time. If they join your team, remember that they love feedback and love to be encouraged.
Cultural Fit over Skills? Every day of the week!
So, what exactly is a ‘cultural fit’?And why does research show a cultural fit to be more important that skill sets, experience and qualifications?The truth is that everything is important, but some things are more important than others and being able to find a candidate who ‘gets’ what your organisation is all about and shares the same values tops the list – or should do.Somebody who would obviously fit in well but comes in short compared to other candidates’ skills can be developed fairly quickly once in the workplace, but a bad fit who is ideal in many ways but doesn’t gel with the rest of the team may be an issue that can’t be fixed.We spend up to a third of lives at work so it makes complete sense that you want to get along with the people you work with. Sharing similar outlooks, beliefs and values will help any new candidate settle in quickly and is actually beneficial to the whole team. In turn, that means better productivity and a positive environment.Fire Fish Software report: “A candidate that is a perfect cultural fit will create a positive environment for colleagues and generally within the company. A culturally strong team are less likely to break up and their performance rate will be higher as they will all work in harmony with the same values and beliefs in mind. They will also be a true representation of the Company.”Clearly, the benefits of ideal match-ups are infinite.The interview stage is the place to find out what’s really important but first of all, potential employers need to know exactly what their company’s cultural characteristics are. This information can be then shared with the candidate so the reaction can be gauged – do they like being micro-managed or not? Would they prefer flexible hours and some working from home? Do they work best in a relaxed atmosphere or a fast-paced, high expectation workplace?It’s not just a case of ‘computer analyst’ required – it’s everything else that goes with it and the more information both sides have from the outset, the more likely a cultural fit will eventually result. What makes the candidate tick? How would they react in imagined scenarios? Much can be gleaned from intelligent, relevant questioning and it will also save time, effort and money further down line (should you get it wrong!)It’s all about harmony, synergy and shared values – find those in a prospective employee and you’ve struck gold.
For candidates, things will never be the same again…thanks to Peek.
Top 10 Reasons why Peek’s approach works for candidatesSo, you need more evidence? Tough sell! OK, here’s 10 reasons why Peek will work for you…Working in a happy, productive environment will work wonders for your creativity – you’ll be as much a three times more creative if you’re happy in your work. The company gets the best of you, you get the best of you and the positive ripple spread outwards to your colleagues and throughout the company.Because you’re in an environment that encourages and rewards, you excel and push yourself enhancing your career prospects as a result.You become part of a team that pulls together – bad cultural fits mean an increase in disharmony and absenteeism – all of which have a negative effect on all concerned.Being appreciated makes you work harder and more loyal – being overlooked under-appreciated or feeling whatever you do makes little or no difference means you’re in the wrong place – you don’t want to work for companies like THAT!Innovate! In the US, 30m engaged employees come up with more innovative ideas and possess the greatest entrepreneurial spirit. Sharing values and goals equals the kind of liberty you only dreamed of.Being happy in your work has many physical benefits, too. The relationship between cultural fit and mental and physical health means less stress, anxiety and depression – therefore better health, sleep and general well-being.Your family and friends benefit, too – constant whining about your job can affect those around you, too. Unhappiness at work can quickly become your one and only topic of conversation so eventually, friends and family will steer away from the subject rather than become intertwined in your misery. Either that or avoid you completely!If you are happy, society benefits, too. It maybe something you haven’t thought of in any detail but everyone you come into contact with from the person serving tea in the café, to the person you let in your lane while driving or the person you hold the door or lift for – a happy you shares the positivity. Think about it!If you’re in the right place, with the right people around you, you feel more competent and your self-esteem is high – why would anyone not want that?Stability. If you’re happy, recognised by your management and can see a clear path ahead of you, you are 87% more likely to stay put. No uncertainty or a feeling you don’t belong and your thoughts are not consumed by wondering where your future lies. Make sense? We think so!