Avoiding Company Culture Shock

Published on April 6, 2017 | 2 min read |

Hiring people who exemplify “culture fit” promotes company stability, improves individual job performance, and ensures a candidate’s longer tenure at a company. Sometimes, however, the only way to grow is to change.

This change is often achieved by bringing in new people who break the company mold. So, how can companies use new hires to energize office culture without damaging it?

Start by assessing the organization’s most serious needs. Identify what competencies and qualifications are needed to bridge the gap between your corporate vision and the current reality. During the interviewing process, find candidates who will build on the company’s positive aspects. Rather than discarding or challenging successful practices, new hires should identify what works well and be able to pinpoint which parts of the process could use improvement.  

Look for key personality traits that have proven success. Seek people who are driven by curiosity, hunger, a strong I.Q., high emotional intelligence and ambition. Such people are more apt to understand the nuances of team dynamics and to know how their words and actions affect others. In addition, they will be able to push discovery, invention, and positive transformation in your business.
At the same time, employees with these traits are more likely to build trust and strong relationships with coworkers, partners, and clients.

Look for someone authentic who possesses a healthy dose of humility and a willingness to share their weaknesses. Realistic expectations and frank discussions will help your organization know if it is well-equipped to counterbalance a candidate’s
potential shortcomings. 

In addition to making sure the skills and experience of candidates match the needs of the position, and determining that candidates possess desired personality traits, use a few key questions to finalize your hiring decisions: 

>Are candidates creative problem solvers with a proven track record of overcoming obstacles? 

>Do they seem trustworthy, reliable, and ethical? 

>Do they believe in the company’s mission, and are they more interested in the organization than being an individual in the spotlight? 

If these answers are “yes,” move ahead, and watch your company grow with success.