If you are looking to establish a solid and distinctive corporate culture, then you must select the right employees for the job. Select wisely, and a positive shift in culture within the organization is likely.
If you’re looking to steer changes in the culture of your organization to encourage the pursuit of innovation, recruit creative individuals. If you’re looking for quick sales, you should hire people who have a positive “can-do” attitude to foster changes in the culture of your organization. If you’re looking to provide exceptional customer service, only choose people who will go above and beyond to encourage a change in the culture of the organization in this direction.
How do you locate the right people in a field that is flooded with resumes, resignations, and retrenchments? What can you do to avoid wasting time and money to hire new staff only to discover that they aren’t the best person for the job and do not promote the culture of your organization shift you’re seeking?
Interviews that are well-planned are beneficial; direct references can help. Personality profiles could also reveal the real person and not.
However, here’s a different approach that will help you save both time and money, although it’s not often used by employers: increase the standard during the process of recruiting so that candidates “self-select.” Remove those who don’t want changes in the culture of your organization to improve the quality of your work at the beginning to save yourself lots of time and effort.
Are you looking for a new approach? Make your advertisement for recruitment upside down in the paper. (It is the only advertisement, and it will certainly be noticed!) Inquire about specific examples of how they accomplish tasks “differently” (and better) both in their personal lives and their jobs.
Do you want spirited salespeople who are aggressive and drive organizational change? Schedule job interviews at a certain site, then place an announcement on the door stating that the location was moved at the moment of the interview to another location. Include a brief apology as well as an outline of the location, and ask those who are still interested in coming to a new building a few blocks away. In the new building, you can leave a note, but this time move the meeting to the next floor or up several steps.
Then, interview and select those who feel feeling energized and motivated by this process. If they complain, feel tired, or angry will not be able to follow up on sales leads and successfully contribute to an organizational change that is positive.
Are you looking to recruit people who are truly committed to providing excellent customer service? Interview candidates at 8 p.m. on an evening on a Friday. If applicants show up, they should be asked to help you put together the last-minute order of customers prior to the interview. You can then have someone phone in (pre-arranged) acting as your client. Then, help them with the phone, thereby delaying an interview couple of additional minutes. Pay attention to your candidate’s mood during the procedure. Only hire those who smile and show sincerity when they witness you providing extra-mile service. These employees will create an organizational change in culture that is beneficial for your business.
The MGM Hotel in Las Vegas applied this approach efficiently and quickly method. They had to recruit hundreds of new staff members in just a few days, and yet thousands of applicants were interested in applying. Individually, applicants were led through a long corridor. When they came to an intersection near one end of the hallway, one of the MGM recruiters stood at his desk and spoke in a calm-sounding voice, “Hello.”
Candidates who replied by displaying clear eye contact with a smile that was warm and positive tone were escorted to the right side of the room for instant interviews as well as job opportunities. Respondents who gave an uninterested look or low voice were gently directed to the left side and then out of the room.
Key Learning Point
It’s crucial to recruit the right people for your company. It’s costly to employ the wrong people. Make sure you are creative in your recruitment and interviewing procedure. Make sure you take the time, in the beginning, to ensure that your top job candidates stand out as people who can help with changing the culture of your company. Allow them to “self-select.”
Action Steps
Examine your current selection and interviewing procedures. Does it help you identify applicants who are aligned with your values, mission, and values? What can you do to change, make improvements or tweak the method to swiftly draw the people you want and quickly reject those who do not? Change in the culture of your organization starts with your employees.
