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“Attitude Is [Almost] Everything”
“Attitude Is [Almost] Everything”
I often play a little game with myself when I have to go shopping; to the post office or on other errands.
Sometimes I will just go about my business and make little comment or eye contact with the person...
Dealing with Change and Change Management
There is a lot of talk about "change" - how important it is, how
we should alter the way we do to things at work and in our
personal lives in order to be more effective. Sometimes we even
hear how it is essential to change even if just for...
Firing someone without resentment
Firing someone is always going to be thankless task, rife with stress and a fraying of nerves. Here are some ways in which resentment and conflict can be minimised throughout this difficult process Firing, sacking, letting go or terminating people...
Making the Most of Your Year
Do you find yourself amazed at how quickly the months pass? Do you find yourself in a small panic over all you know you have to do and how little you feel you are actually accomplishing? Join the crowd! We live in a busy world where our time,...
Things do not change. We do.
We live in a world of constant change, and even though the vast
majority of these changes are for the better, change is still
something that many people - and therefore many organisations -
can find extremely difficult to deal with. Why is this,...
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Considering the Importance of Corporate Culture
Considering the Importance of Corporate Culture
When it comes to sizing up job candidates, cultural fit is just as important to consider as qualifications.
That’s why hiring managers must use their heart and not just their head during the selection process. Your company should use insight to assess how the job candidate’s character and personality — not just skills — will fit into the corporate culture.
People are your company’s best, most important investment. This is especially true for executives and others in key positions that have the greatest potential to impact your bottom line.
Whether you need a senior-level executive or a department manager, you cannot afford to hire the wrong person. If you do, you could encounter a negative hiring experience, which can cost valuable time and money. Poor hiring situations can equate to lost production and business — not to mention other tangible costs related to interviewing, placement fees, relocation, and training. Minimum figures for executive turnover are reportedly four to five times the annual salary.
What Is Corporate Culture?
By definition, corporate culture is “the act of developing intellectual and moral faculties, especially through education.” But in a broader sense, it’s “the moral, social, and behavioral norms of an organization based on the beliefs, attitudes, and priorities of its members.”
Every organization has its own ideals, which are often based on the values of the founders or top management. At Atlanta-based Home Depot, for example, keeping all employees interested in the business is a top priority. All new employees — even executives — spend two weeks working on the sales floor, learning what customers want and need, and receiving a ground-zero
view of the company's core business.
Your culture, for instance, might emphasize respecting others and working as a team. If that’s the case, you should focus on hiring people who have demonstrated these characteristics in their previous work experiences.
How To Choose The Best Candidate For Your Culture
So exactly how do you determine if a prospect is the best match for your organization? Although some companies rely on culture and personality assessments, there’s no scientific formula for hiring success. A positive employment experience requires a combination of background research, assessment and pure instinct.
First, you must clearly define, clarify and understand your company’s core values. Review the ideals that are expressed in your organization's employee handbook, training sessions, marketing materials, and mission, vision, and goal statements. This will give you a “measuring stick” for weighing the behaviors required for success in your corporate culture with the prospective employee’s character.
Next, thoroughly investigate the job candidate’s work performance and relationships from previous positions to ensure you have an accurate sense of his or her personality. Then simply factor in experience, education and other important considerations to determine which candidate best fits the position and your company.
Copyright 2004
Kate Smalley
Connecticut Secretary
Administrative Support Needs – Transcription Services.
http://www.connecticutsecretary.com
kms@connecticutsecretary.com
About the Author
Copyright 2004
Kate Smalley
Connecticut Secretary
Administrative Support Needs – Transcription Services.
http://www.connecticutsecretary.com
kms@connecticutsecretary.com
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