culture & aptitude fit will win over skills

February 12, 2015

 

“Culture will eat strategy for breakfast!” – Peter Drucker

Company culture has a huge impact on attracting and retaining top talent. Companies such as NetApp, P&G, Adobe, Walt Disney, Nike, and others clearly invest in creating unique, differentiated company cultures and, as a result, have been voted among the most enjoyable companies to work for. They have been consistent in performing financially and have strong corporate brands.

Investing in the creation and continuous improvement of a differentiated company culture will sit at the core of strategic discussions between HR and the C-suite this year.

At the same time, aptitude, personality, and cultural fit will rise to the top of the talent selection process, above and beyond worker skills and qualifications. This is a clear shift to hiring talent with the aptitude and attitude to do the job, and toward investing in learning and development to build skills and qualifications. This will not only broaden an organization’s potential talent pool but will also serve to enhance company culture, bring greater diversity of perspectives, and foster innovation.

5 tips to growing your contingent workforce
 

    1. define your culture: Organizations often have difficulty clearly defining their corporate culture, so this needs to be a priority. Establishing the baseline is extremely important, since future talent fit will be measured against this.
     
  2. bring hiring managers into alignment: Hiring managers should drive the same understanding of corporate culture as HR leaders. They are the ultimate culture shapers, so align their outlook with the rest of the organization to influence the recruitment and selection process. 
     
 

3. emphasize assessment: Screening and assessment are critical steps in the selection process, so make sure your processes have been developed to accurately define candidate fit. Can you incorporate psychometric assessments into your process to help better assess aptitude and cultural fit? Read more here.

     
  4. turn to data: The best indicator your selection process is working is to examine your success rate — which includes quality-of-hire metrics such as acceptance ratios, retention, manager satisfaction, and others.
     
  5. assess the assessment: If your hires don’t turn out the way you hope, it’s time to look under the hood. Evaluate whether your assessment tools and methodology are effective and efficient.
     

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