Hiring new employees comes with inherent risk; however, companies who take the time to integrate the company experience into existing hiring and onboarding processes have the advantage of selecting employees who fit culturally and will add to/enhance the desired experience.
The following list of best practices will help you ensure that every touchpoint a job applicant or new employee has with your company reinforces your company values/brand and expectations. Each also services as a powerful reminder to managers on the importance of living the brand. Click here to download a process visual.
Hiring Right Process
Step 1: Job Posting Description
Attract people who already share your organization’s values by describing your culture in job postings. It’s easy to train someone to do a job; it’s much harder to train someone to share your values.
Step 2: Job Application Message
Headline your job application with your values and expectations. Be clear about the experience you expect employees to deliver, so applicants can decide if your organization is a good fit.
Is your next hire right for your organization’s culture? Don’t leave it to chance. Include behavioral interview questions to discover where candidates are, or are not, aligned with the culture.
Step 4: Candidate Self-assessment
Gain insight into which cultural behaviors are natural or not natural to candidates. Use manager conversations to ensure alignment of expectations and set new employees up for success.
Step 5: Job Offer Letter
Include a description of your company values within manager and employee job offers. After all, it is a two-way agreement between the employee and your organization. You want to be clear about expectations.
Step 6: Video: Living the Brand
Welcome new hires with a video featuring company leaders. The message should emphasize leadership’s commitment to the values and explain how living the brand benefits the organization and its customers.
Step 7: Onboarding: Behavior Discussion
Help new employees understand how specific behaviors have a positive impact on their daily lives at work. Follow up with a short conversation to strengthen awareness about the behaviors, set performance expectations, and build excitement.
Help new employees develop the skill to spot and share “Living the Brand” moments. Ensure new hires are comfortable using the online recognition platform.
Gain alignment on where new employees are doing well and where they might be struggling with regards to living the brand. Manager conversations help acknowledge success and identify focus areas for improvement.
Step 10: Congratulations, You Are Certified
Acknowledge that new employees have successfully completed the onboarding process. Celebrating this milestone demonstrates the importance of your company’s culture and serves as a reminder to the rest of the team.