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Quite simply, it is not enough to only Reveal Top Talent™, it is equally important to ensure they are the right fit for the culture of the organisation. The Admiral's Personalised HR™ approach reveals and underscores the vital importance of matching the right qualities and personality fit between an organisation and an individual goes a long way towards a far more satisfying and productive long-term marriage between the employer and the employee.
You will certainly gain great insight into the value of integrating 'corporate culture fit' into the 'search and selection' criteria by reading the following observations about the critical factors that comprise corporate culture...
Simply click on any of the + signs below to expand each section you are interested in reading more about...
it is important to most people that they feel connected within their work environment; one critical way is to make sure that 'everyone' within an organisation has a crystal clear idea about not only what makes the business tick but more importantly exactly how and when it will evolve.
As a boss you should be sure to keep your team fully informed as to the direction of the business and then consistently encourage them to let you know how they think they are contributing to these shared values.
During the recruitment process it is worthwhile to ask potential candidates how and why they feel they fit within your business plans.
Every company has a set of written or unwritten values, it is vital such values are clearly articulated and reinforced with each and every employee on a consistent basis to ensure cohesion between how an employee performs in accordance with the stated values of their employer. Only in this way can employees feel secure and happy in the knowledge that they are behaving in a manner that is totally supportive of the company and vice versa.
It is therefore clear that the behaviour of candidates must be in synch with the corporate values otherwise there is a better than even chance that they will not fit in.
Every business has its own unique character, style and attitude.
It is essential to clearly define the real culture at the heart of a company in order to successfully identify ideal candidates that will comfortably fit within a team and readily produce positive outcomes while at the same time enjoy a truly satisfying and rewarding work life.
Identifying interacting lines of communication, organisational methods and authority between various departments, branches, office locations or sections readily reflects the massive influence that structure has on the culture of any business. It also clearly defines the effectiveness of communication channels, business process flow, system efficiencies, the dreaded office politics and a great deal more. This analysis also provides great insight as to the style of person that is ideally suited to fit certain roles.
To best judge whether a potential candidate may be a good fit is best accomplished by checking with them as to their level of comfort with autonomy, or lack thereof. Also engage with them in what they see as the pros and cons of your business structure as this will provide invaluable insight to how they may or may not fit in to the organisation.
The style of leadership employed clearly sets the tone and pace for the culture and sub-culture within any organisation. Identifying the various styles being used most within your business will provide a solid platform by which you are able to reliably judge the right cultural fit. Generally it is described that leadership styles are classified in four clearly defined categories, i.e. Authoritarian, Democratic, Laissez-faire or Transactional.
Based on past experience, a positive and satisfied outcome will invariably be best achieved should the potential candidate have the right personality to blend with the leadership style of their leader. Could you imagine placing a new hire, used to having their voice heard, with an Autocratic leader; without a doubt you would be rehiring the position in no time.
Typically this would describe such things as dress code, moral obligations, ethical practices, handling of business gifts, gratuities, workspace, staff areas, meal facilities. Also includes attitude towards flexible working hours, maternity / paternity support, meeting protocols, telecommute, team functions, work socialising and much more.
Experience has taught us that taking the candidate on a guided tour of the business and allowing them to interact with other staff greatly reduces the chance of any unpleasant surprises further down the track which may make them feel otherwise disenchanted or misled.
The importance surrounding the personal qualities of the collective team and individuals plays such a vital part in the culture of any business and is certainly not to be underestimated at your own peril. It is essential that the unique personalities of each team member is factored when considering how a new recruit will fit in with the rest of the team. Will they compliment the rest of the team or will they create a friction point that may destabilise the essence of the current structure?
Ask yourself such questions as - Are other team members high performers or entitlement whingers? Are they supportive of new recruits or do they shield themselves within an impenetrable social clique? Are they competitive or complacent?
These are just a handful of questions that lead to securing the right 'corporate culture fit'.