Tackling the Overall Aspect of the Hiring Process

The hiring process goes beyond just filling positions. As recruiters, you also have to consider bringing in talents who can collectively contribute to the business and ensure culture fit. Otherwise, there would be a high turnover rate, and it would cost you 50–60% of the employee’s annual salary.

No business wants that to happen. That is why there is a growing need to understand the correlation between people and culture in the whole recruiting process. The people are what make the organization, and they are also the ones that can make or break the company.

First and foremost, every company has its own hiring process. It’s a necessary element to have a system and structure in place for organizational success. It guarantees a consistent workflow that can help recruiters identify strong points and bottlenecks.

Depending on the size of your company, the nature of the industry, the number of employees, and more, the entire chain of operations varies. These includes:

At first glance, you might believe that this is a mere methodology that recruiters have to follow. However, it deals with heavy interactions with people both internally and externally, and this affects the way you hire.

When you plan for a strategy, you discuss it with your teammates. When you recruit candidates, you talk to them and get to know them better. When you make a decision, you consult with superiors to see if they approve or not.

Whatever you do, you deal with people. As recruiters, they are in the center of it all. The way you interact with them and how they interact with you (it goes both ways) form the company culture.

How they treat each other says a lot about the values, goals, and practices of the organization, often instilled by the founders and the top management. As recruiters, you have much power over this.

You can maintain culture fit as you continually recruit or even bring in someone who can improve the company culture through their unique sense of individuality.

Culture fit is the social glue that holds everyone together. It measures the candidate’s suitability based on the company culture. See how the dots connect?

Recruiters also consider the likelihood of applicants to represent or at the very least be able to adapt to the core values and practices that make up the organization. This is one part of the hiring process that talent acquisition professionals also think about.

As tedious as recruiting for culture fit may be, it brings a powerful ROI that is undeniable. A study by Harvard Business Review revealed that an employee who fits well in the company has higher job satisfaction, better job performance, and is more likely to work longer years.

It might be confusing, for somehow, there can be diversity when you’re striving for culture fit. Yes. It’s true that you want people to have the same mindset and demeanor as much as possible. However, it doesn’t mean that it can’t come from people from different walks of life.

You can have a culture fit yet still promote a highly diverse workforce by considering the people you recruit. Find the delicate balance between knowing if an individual can match the company brand and if an individual can contribute to the current company culture.

When you determine this, you’ll see yourself working with all sorts of people harmoniously and happily.

Manatal is an end-to-end recruitment and onboarding SaaS platform trusted by thousands of brands in over 135 countries worldwide. It is an AI-powered Applicant Tracking System (ATS) and Customer Relationship Management (CRM) tool that allows companies to hire faster, better and save costs.

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