It’s not enough to just offer competitive salaries and benefits. To attract the best talent, you need to focus on what truly matters: culture fit. Culture is the backbone of your organization, so it’s essential that you hire people who share your values and are passionate about your company or nonprofit mission. 

 

Here are five ways to do this: 

1. Be intentional about hiring for culture fit by using culture-based interviewing questions.

It’s not just about asking if someone is a “good fit.” You have to drill down further with culture-based questions to understand how they will act once hired. For example, you might ask potential employees how they solve problems in the workplace or what their favorite part of their last job was. This will give you a sense of their values and help you gauge how they might fit with your organization.

One good method for this is the STAR method, which stands for situation, task, action, result. When asking candidates these kinds of questions, keep the STAR format in mind:

  • Situation: “Walk me through a time when you had to solve a problem in the workplace.”
  • Task: “What was the task that needed to be accomplished?”
  • Action: “How did you go about solving it?”
  • Result: “And what was the outcome of your actions? What did you accomplish and how did it benefit your employer?”

 

2. Say “no” to the bad hires.

Not everyone who applies will be a cultural fit for your organization. It’s important that you learn to say “no” to candidates who aren’t the right fit so you don’t invest time and resources into hiring someone who won’t stay on board.  This is easier said than done, especially if you’re understaffed or feel desperate to hire someone quickly. However, it’s essential that you only bring on people who will benefit your team and help further your mission. 

 

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3. Give new hires time to adjust.

When bringing on new employees, give them an adequate amount of time to adjust to their new position. New hires should be given a trial period of at least 30 days. In this time, you can observe them and let them experience the job first hand before making any final decisions about their fit with your team. 

 

4. Create a welcoming environment

By inviting employees into conversations around current events in addition to talking about work-related topics, you can fuel a collaborative and supportive environment where employees feel like they can contribute. It also allows them to feel more at home.

 

5. Encourage social interaction

Initiate social interaction outside of business hours through team-building activities like happy hour or movie nights.

Finally, it’s important to keep in mind that your staff is more than just an employee. Treat them as if they are a part of the family so they feel connected and welcome. Giving personal gifts on special occasions is another simple way to show you appreciate their hard work.

 

6. Offer flexible schedules for employees with children or other responsibilities at home

In addition to a flexible work schedule, it’s also important to offer paid maternity and paternity leave for all of your employees. This is a great way to attract top talent – especially women – who may hesitate about joining a company without these benefits in place.

 

Focus on what truly matters – the values and mission you share with potential employees. Whether it’s with your hiring process or by creating an encouraging work environment, the points outlined above are integral for attracting and retaining top talent.

We hope you found these tips helpful. If you’d like to discuss how we can help your organization, please reach out and let us know!