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How to Distinguish Lucrative Programs Over Online Scams
Can you really get rich quick working from home on the
internet? Web site after web site promises you the world and
riches, but is it for real?
My name is Kim Harms and I am a 25 year old stay at home wife.
Just like you, I was once...
Organized To Be Your Best! - A Book Summary
This article is based on the following book:
Organized To Be Your Best!
Simplify and Improve How You Work!
By Susan Silver
Adams-Hall Publishing, 2004
ISBN 0-944708-60-9
275 pages
The Big Idea
One of...
TEN REASONS WHY MOST PEOPLE DO NOT ACHIEVE FINANCIAL SUCCESS
Reason One: Lack of knowledge: or more specifically, a lack of a desire to gain knowledge. Make the effort to read to read about financial matters and you will learn. make your money work for you by using the magic of compound interest a t 7%...
The 7 Principles of Business Integrity
If you have integrity, nothing else matters.
If you don’t have integrity, nothing else matters.
- Alan K. Simpson
If I were to ask you which attribute is the most influential in regard to the success of a business, would you know...
The New Staffing: Survival Tactics That Work
If you've ever been in marketing, you know it's in your blood, and it never leaves. It's also innate to most successful business owners and managers; that constant monitoring of what's going on, with the eyes, ears, nose and throat of the consumer....
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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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