{"id":23993,"date":"2013-11-06T11:11:33","date_gmt":"2013-11-06T18:11:33","guid":{"rendered":"https:\/\/www.smartrecruiters.com\/blog\/?p=23993"},"modified":"2017-10-17T09:50:11","modified_gmt":"2017-10-17T16:50:11","slug":"dont-hire-without-the-hr-culture-interview","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/dont-hire-without-the-hr-culture-interview\/","title":{"rendered":"Don’t Hire Without The HR Culture Interview"},"content":{"rendered":"

What if I told you that the way you are hiring is all wrong? And instead of focusing on experience, skills, and degrees you need to focus on \u201cfit.” Not fit in the way it\u2019s been abused \u2013whenever we don\u2019t like someone but have no real reason not to hire them, we throw out the old \u201cfit\u201d excuse. I\u2019m talking about a \u201cculture fit.\u201d<\/a> Before you can hire for culture fit, you have to define your culture.
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Sorry, I can\u2019t tell you what good culture fit is, it\u2019s based on your core values – you have to figure out what drives your business and separates you from the competition. However I can tell you that your core values should not be discriminatory against anyone based on age, sex, race, religion, sexual orientation, sexual preference, weight, or height.<\/p>\n

Here are some examples of poor cultural fit. For instance if you are a\u00a0startup company<\/a>\u00a0and you have a social media culture, it\u2019s probably not a good idea to hire an individual that does not value the power of social media. Let\u2019s flip that scenario, if you are traditional company and you don\u2019t believe in all this social media stuff, then hiring talent that likes to\u00a0tweet about the workplace<\/a>\u00a0is not the best fit for you. Either way, getting HR involved in the interview process creates a more well rounded and collaborative hiring process.<\/p>\n

Hire Culture<\/h2>\n

One of today\u2019s most popular CEOs is Tony Hsieh of Zappos! (Quick background \u2013 Zappos! Is an online apparel company with a great company culture which has grown profits to over $1 billion dollars)\u00a0 Zappos! has 10 core values in which they have incorporated into their hiring process and interview questions\u2013 you can read about that in an article titled\u00a0\u201cHow Zappos! Infuses Culture Using Core Values<\/a>\u201d published via the Harvard Business Review written by Tony Hsieh himself.<\/p>\n

One of the core values is \u201cBe Humble\u201d<\/a> and they consider it to be vital to their success. It\u2019s part of the culture to have a humble attitude and according to that article \u201csomeone who is highly egotistical would not be a good fit for Zappos!\u201d<\/p>\n

Here\u2019s another example of hiring for cultural fit, Federal Express is headquartered in Memphis, TN. I have family members who work there. One of FedEx\u2019s managerial \u00a0core values is to be a “servant leader.” FedEx believes that their managers\/leaders must have an attitude of \u201cservice\u201d as it relates to managing their associates. Service is part of their culture<\/a> \u2013 in order to deliver world class services to customers all over the globe, the leaders must be willing to serve.<\/p>\n

There you have it, two industry leaders which incorporate culture into their hiring processes. They are far from the only companies to use culture match as core hiring value. And it\u2019s a smart thing to do. According to a study companies that hire for culture have employees that:<\/p>\n