Culture-Based Recruiting, Part 1: Hire for the Organization, Not Just the Job

Contributing Writer Steven Hunt, PhD of Monster.com
Commonly thought of as "the way things are done around here," company culture differs widely depending on where "here" is. These differences are meaningful, as culture is often a key factor in long-term organizational success.

Despite its importance, most companies pay relatively little formal attention to culture, simply letting it evolve. This is unfortunate, since actively managing and developing culture through recruitment can significantly improve employee retention and performance, which directly influence organizational profitability and growth.

What Is Organizational Culture?
Organizational culture refers to employees' shared assumptions and norms, as well as tangible aspects of the work environment that influence and reflect these beliefs. Whether employees are comfortable openly disagreeing with superiors is a reflection of organizational culture. So are reserved parking spaces and on-site day care.

Ultimately, the most important aspect of organizational culture is the beliefs employees and leaders share about behavior and its consequences. As the saying goes, "perception is reality," and cultural beliefs define perception within an organization. If employees believe they will be punished for pointing out flaws in their boss's ideas, they may not share feedback, even if it would be accepted. Similarly, employees who believe their contributions are truly valued are more likely to forgive minor inequities in compensation and benefits. More >>>>

Next Article: Culture-Based Recruiting, Part Two: Identify How Your Company Is Different