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Assimilation: Are You Hiring for Now?

Assimilation

THE JOB MARKET IS SHIFTING. At the peak of its volatility, companies looking for talent had the luxury of being choosers, not beggars. Now, as opportunities for job seekers increase and the pool of qualified candidates shrinks, companies need to be more diligent and selective in their hiring. In short, it's not going to be as easy as it once was to get the right foot in the door.

We've all been there: a key position becomes vacant and needs to be filled immediately. The temptation might be to recruit now and ask questions later. But, using this philosophy, you may find yourself in the same predicament in six months. According to the Society for Human Resources Management, turnover costs are estimated to be 100-300% of the base salary of the replaced employee. Do you really want to spend that kind of money—potentially again and again? Wouldn't it be better if you could invest that kind of money back into your team, your resources, or your business?

Finding a candidate with long-term potential has more to do with attitude than aptitude. Of course, you need someone who has the skills to do the job, but if they don't blend with your employees and your company culture, the relationship is likely destined for trouble.

On the reverse, a good cultural fit can result in increased job satisfaction, higher performance, and a stronger commitment to your company.

The most important part is to go in to your hiring process with a good understanding of your culture and its individual ecosystems. If you have clarity on your inner-workings, you'll be able to envision how a candidate fits in and what their interactions will be like—before, not after, they're on board.

At Baudville, we have a rigorous hiring process. Candidates interview not only with top leadership and HR, they also meet with potential peers and coworkers—not just from the department they'll be placed in, but from other departments, as well. Commonly, a candidate who shows promise will work in house for a couple of hours to evaluate work style and compatibility. If it feels right, we can see the magic happening right away; if it doesn't, we keep searching.

Try It
How do you define your culture? If you can’t answer this, you’ll need to do some
homework before your next interview. As you evaluate it and build your 30-second
elevator pitch, be honest. Don’t think in terms of what you want your culture to be,
but what it is. Your culture is what it is for a reason. Hold out for the candidates who
see themselves thriving in it.


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