Problems with turnover? Evaluate and select people who are aligned to your values and more likely to stay.
Why high turnover can be a ‘fit’ problem
Many organisations struggle with short tenure, low employee engagement and problems with morale in the workplace. But what many don’t realise is these issues are often attributable to poor person-organisation ‘fit.’
Workplace fit is a good predictor of intention to stay, job satisfaction and willingness and ability to collaborate with others. People who are not a good fit for the organisation are more likely to leave, less likely to be productive and may even contribute to an overall negative climate within the workplace. Worst of all, these negative attitudes can be contagious and spread throughout others on the team. The total cost of a ‘bad fit’ making it through your hiring process is high.
Hiring for the best fit means evaluating candidates on how closely aligned their attributes are to your values. Get a good fit the first time by clearly defining your values and figuring out how to measure ‘fit’ between your candidates and your organisation.
Our top 5 tips for finding the best fit
Define what ‘fit’ means to you
Hiring for culture fit today can have a different meaning from one person to another. To avoid bias and subjectivity in hiring, look at it as a match between your organisational values and the individual traits that embody those values.
Understand your organisation’s true culture
Take a deep look at your organisation through the eyes of your employees – at every level. Is your workplace culture or climate the same for both leadership and entry-level employees? Make sure what you are evaluating in your selection process is truly representative of your culture. Also consider the culture you aspire to build and be honest about where you are on that journey. Designing your selection process should include the appropriate balance of current state and aspirational cultural characteristics.
Measure the right attributes
Align the attributes you’re measuring to your organisational values. This involves clearly defining what those values are and how they are modelled by everyone in your organisation. The key here is to understand the behaviours that bring your culture to life. Designing your selection process to measure the traits that drive those behaviours helps to ensure that you will continue to steer your culture in the right direction.
Avoid subjective judgment
Make sure you are not discriminating against historically disadvantaged groups and protected classes in your hiring process. Interviews are a common way to assess organisational or culture fit, but most interviewers don’t know how to approach an interview in an objective way. Interviewers may not be aware of sources of bias that can impact the diversity of thought that makes it through the hiring process. Establish a more objective selection process and reduce the potential for unintended unfairness.
Reinforce your values
Make sure your organisational values go beyond selection. Reinforce them in performance reviews, onboarding, career planning, succession management and developmental materials. Keep them top of mind throughout the talent life cycle to ensure everyone in your organization is truly living out those values. Building your aspirational culture should influence how you manage all of your organisation’s talent systems – each and every day.
How Talogy can help you select the best fit
Conduct a cultural analysis
Talogy’s expert consultants can conduct a complete analysis of your organisation’s culture. Get a better understanding of where your workplace culture is now and where you would like it to be in the future.
Get behavioural interview training
Our expert consultants can provide behavioural interview training, which coaches interviewers on how best to lead an objective, behaviour-based interview.
Let your values be your guide with Capture
Use Capture, a personality and values assessment, to allow candidates to determine how well their values align with your organisation’s values. Giving candidates the ability to self-select out of the hiring process focuses your acquisition efforts and saves time.
Customise a standardised process for hiring
Choose from Talogy’s broad range of scientifically proven and compliant screening and selection assessments to create a robust solution. We can craft a complete package that is standardised across all candidates, cutting down on bias and adverse impact, while helping to make the most predictive hiring decisions possible.
Talogy has a really good understanding of the challenges of organisations that are going through change. I’m proud of the whole journey, it’s been a really positive and important contribution.
Director of Organisational Development, London South Bank University
Talent management solutions from start to finish. With constant innovation and endless creativity, Talogy crafts screening, selection and development solutions that are fair and inclusive at their core. Talogy can help you customise a complete talent management programme. Solving for the talent challenges of today, and tomorrow.
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