Time & Attendance
Prevent Call Outs
Implementation & Launch
By Staff Report
Sep. 7, 2011
If it’s fairly clear that the candidates have the skills and experience necessary to get the job done, the second interview is a good time to assess if they “culturally fit” with the prospective company and department. Culture fit encompasses such things as:
How decisions are made and communicated
How risk-taking is rewarded or punished
How employees treat each other
Whether intradepartmental idea challenges are supported
The culture of an organization is its signature environment. Define your culture as it relates to the four items above. Then, identify the behaviors that employees need to succeed in that culture, and assess whether your candidates exhibit those behaviors.
Some organizations don’t discuss cultural fitness when interviewing candidates. While the reason given for this approach is often “We don’t want to scare off a potentially strong candidate,” in the end, it is cultural fit that dictates the success, or lack of success, of an employee.
SOURCE: Kim Rutherford, regional vice president,Recruiting and Staffing Forum for more ideas.
This article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
Schedule, engage, and pay your staff in one system with Workforce.com.
federal law, minimum wage, pay rates, state law, wage law compliance
Staffing Management4 proven steps for tackling employee absenteeism
absence management, Employee scheduling software, predictive scheduling, shift bid, shift swapping
Time and Attendance8 ways to reduce overtime and labor costs
labor costs, overtime, scheduling, time tracking, work hours
Don't miss out on the latest tactics and insights at the forefront of HR.