One of the things that we’ve tried really hard to do over the last couple years as a company is to recruit for culture. When I say that, I mean we’ve spent a lot more time recently talking to people about:
- who they are
- what they want to do long term
- what kind of work environment do they prefer to work in
While this is something we are looking at now more than we ever have previously, we obviously still do a technical interview where we make sure the people can do the job. The difference is that the technical interview is really considered just a gateway at this point. We spend a lot more time on fit then we do anything else. The first interview which is to get the person through the technical gate is usually conducted by whoever on staff is going to have them working for them or going to be working closely with them. They conduct the preliminary interview which is probably 60%- 70% can you do the job and even there, there’s a part of it that is seeing how they respond to things and seeing if they send back a thank you afterwards. As I mentioned before we are looking to see if this person will fit into our organization, will they get along with current staff, and for someone who shows basic good people skills. We want people that are considerate, the people that do all of the things that you learned in kindergarten very well. We are also concerned with what you learned in college but if you missed those lessons in kindergarten, we may not hire you just because it’s too hard to work in an environment where it’s all about solely the technical part of things.
I can see maybe in some larger environments where the technical may trump other things because it’s the thing that’s most easily measureable. Maybe once you hit a certain size of organization some of that corporate culture is diluted. I myself don’t tend to believe that though because I’ve worked in some very large organizations that have very strong corporate cultures but I could see how it could happen. I just know that for us and for ours, one of the most important things that we look for is that ability a person shows that they’re going to be able to fit in and work with us and show that they can be a true teammate. We’re not looking for individual star performers or somebody who is solely focused on their own achievements because that doesn’t work very well in team environments. So we engage heavily to figure out what types of things are they interested in and what are they interested in most about the types of people that they work with because you can pick up clues there about how and if they value teamwork and collaboration. I’m very curious to hear about what other people look for as they interview and how they go about maintaining corporate culture in their own organizations.
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