Glenn Carter on LinkedIn: HPG Advice - Assessing culture fit (2024)

If you know you need someone in fast, why waste time considering candidates who don’t share your passion or fit your culture?We’ll only ever put people forward if they align with your company's values. Meaning each conversation had is a step closer to your perfect hire.Find the people you need: https://ggselection.com/ #hiringprocess #culturefit #recruitment

Talent is the #1 challenges businesses are facing. It is critical that companies help potential employees understand who they are before the interview stage occurs or they will miss out on ever knowing people who would be great culture fits even exist. By getting the who, what and why of your organization down in writing. It will allow potential employees to self select if they are a cultural fit and it will attract those who truly are. Writing your culture down is not about benefits or perks of employment. It is the day to day story of what it is like to be an employee. It is the norms by which both good and bad situations are handled. The way individuals treat one another. Listen here: https://buff.ly/42nabDx

8

Talent is the #1 challenges businesses are facing. It is critical that companies help potential employees understand who they are before the interview stage occurs or they will miss out on ever knowing people who would be great culture fits even exist. By getting the who, what and why of your organization down in writing. It will allow potential employees to self select if they are a cultural fit and it will attract those who truly are. Writing your culture down is not about benefits or perks of employment. It is the day to day story of what it is like to be an employee. It is the norms by which both good and bad situations are handled. The way individuals treat one another.

8

3 Comments

Empathy is at the heart of what we do. It's about seeing the potential in every individual and understanding the unique challenges and aspirations they bring. In recruitment, this means not just filling a position but creating opportunities for growth and fulfillment. How do you incorporate empathy into your recruitment process? Share your thoughts and experiences with us. #EmpathyInRecruitment #GrowthOpportunities #HRCommunity

7

Looking to attract the best talent for your business?Here's what you can do⬇️→ Make the application process simple and user-friendly→ Craft a compelling Employer Value Proposition (EVP)→ Leverage employee testimonials→ Address work-life balance concerns→ Emphasize safety and training→ Communicate effectively with candidatesStart including the above in your interview process and you'll attract the right candidates to your business.👷♂️👷♀️

4

Moving into the third installment on hiring for culture, we have now established the importance of mission and vision as part of your process and we have created the interview questions based on the core values that reflect the culture you want to create.After your questions have been created we now discuss creating a robust evaluation system including scorecards and precise question-asking techniques. The focus is on maintaining consistency and objectivity when assessing candidates, ensuring a fair evaluation of both their cultural alignment and technical abilities. Hire candidates that not only fit the culture but are excited about the mission and are multipliers relevant to the Pareto Principle.#hireforculture #talentmanagement #recruitingfirms #medicaldevices #talentacquisition

10

Talent is the #1 challenges businesses are facing. It is critical that companies help potential employees understand who they are before the interview stage occurs or they will miss out on ever knowing people who would be great culture fits even exist. By getting the who, what and why of your organization down in writing. It will allow potential employees to self select if they are a cultural fit and it will attract those who truly are. Writing your culture down is not about benefits or perks of employment. It is the day to day story of what it is like to be an employee. It is the norms by which both good and bad situations are handled. The way individuals treat one another.

11

4 Comments

I'm convinced of this:People thrive when they're led using a strengths-based approach.And what I love about a strengths-based approach is that you can use it in every single phase of the employee life cycle.For example, did you know you can use a strengths-based approach in your interviewing phase to mine for talent?Because I'm such an advocate for the approach, I wrote a blog that dives deeper into this topic. 🤗Check it out and you'll get equipped to ask the right interview questions that produce more than just your stereotypical applicant responses.Plus, you'll learn how to truly find out if their unique strengths align with the role.The link is below in the comments!👇👇👇....#strengthsbasedleadership #employeeengagement #employeeretention

2

1 Comment

This is such an important question - How is your hiring process a positive experience for candidates? 💭 The interview process is also a time when candidates assess the company, and your process can reveal more than you think to candidates. Gary Tanner #talentacquisition #candidateexperience #recruiting

1

We all know that hiring the wrong person can have huge financial consequences for businesses, so it’s a no-brainer to invest 1 hour of your time to watch this webinar on Wednesday 22nd November at 11am.Partnering with Shirley Parsons, the webinar delves into understanding candidates' personality traits, aspirations, and motivators to ensure their success within your organisation.You’ll pick up valuable tips for a deeper understanding of candidates, making recruitment more accurate from the start, including spotting ‘red flags’ during the interview process.https://lnkd.in/eHBzRDEG#Recruitment #Recruitingstrategy #Recruitingtips