How to Hire an Employee for Cultural Fit

How to Hire an Employee for Cultural FitCredit Rido/Shutterstock Cultural fit is a concept that can be hard to define, but everyone knows when it is missing. Imagine a company founder who believes that an open geschftszimmer plan and team projects promote creativity and progress, but whose employees are overwhelming introverts. Or think about the ambitious employee stuck in an organization that offers no training, tuition reimbursement or room for advancement.At its core, cultural fit means that employees beliefs and behaviors are in alignment with their employers core values and company culture. If we learned anything from the so-called best practices of the Industrial Age, we learned that we need to hire people who genuinely care about the people they work with and for and notlage hire those who show up to work every day just to collect a paycheck, said Mark Babbitt, founder and CEO of YouTern, a company that helps interns with their futures. Employers simply cant take a chance on someone who wont mesh well with the existing team, doesnt share common goals with their colleagues, and are not aligned with the mission of the company.Editors leideLooking for information on recruiting software? Use the questionnaire below, and ur vendor partners will contact you to provide you with the information you needMany employers understand the importance of hiring for cultural fit, andresearchshows that people who fit well into their companies express greater job satisfaction, perform better and are more likely to remain with the same organization for a longer period.We can teach someone to do a job. We cant teach someone to love the way we operate, said Lauren Kolbe, founder ofKolbeco, a brand media agency. An employee who is not aligned with the culture and is not committed to living it can wreak havoc pretty quickly, even if they bring a great deal of skill and experience to their craft.Hiring the right candidatesThe first step in hiring for cultural fit is to be able to articulate what values, norms and practices define your business. As a hiring consultant for small businesses, Rebecca Barnes-Hogg ofYOLO Insightsasks her clients to list the top three or four behaviors critical for success in their organizations. These behaviors are their company culture translated to daily operations, Barnes-Hogg said.Once your company culture is defined, it should be clearly expressed in all of your communication materials, including your website and recruiting tools, especially job postings. Your job ads must reflect your business culture and connect back to your core values, said Ian Cluroe, director of global brand and marketing atAlexander Mann Solutions, which helps organizations around the world attract, engage and retain talent.You can do this by emphasizing some of the qualitative things you want in a candidate, Cluroe said. So, in addition to looking for X years of experience, say that youre looking for someone whos innovat ive, entrepreneurial or customer-centric whatever characteristics reflect your culture.Any members of your organization involved in interviewing potential employees also must have a good grasp of your business culture and refer back to it throughout the hiring process, Cluroe added. It is not sufficient to ask candidates if they will fit into the corporate culture, because a smart candidate will know what you want to hear and give you the right answer, he said.Many companies talk about their culture in glowing terms during the interview, Babbitt said. In fact, the culture segment of the interview has become a large portion of the sales process when speaking with top candidates.The best candidates know this and are prepared with answers to the most common interview questions that take on the culture topic, Babbitt noted. Unfortunately, that means both the interview questions and answers are both canned perhaps even disingenuous, he said.Instead of going down that path, Babbitt sugg ests taking the time to provide a look at your culture in real time. Walk the candidate around the office. Let them meet key team members. Show them where the real work happens. Then, when youve arrived back in the interview room, ask one question What were you thinking as we walked through the office today?If you get a more specific response rather than a canned answer, then theres a good chance youve found a culture fit, Babbitt said.Additionally, employers can assess candidates for cultural fit by asking them to take personality tests like the Myers-Briggs Type Indicator and arranging for them to meet with team members from a range of levels across the organization.However, employers should avoid confusing personal similarities with cultural fit, said Pavneet Uppal, a managing partner with the Phoenix office ofFisher Phillips, a law firm that represents employers in labor and employment matters.When cultural fit is used to hire a homogenous workforce, the resulting lack of diver sity will often manifest in poor creativity and undermine a companys competitiveness, Uppal said. Focusing on hiring based on shared background or experiences may also lead to discriminatory practices.Refusing to hire someone because of an alleged lack of cultural fit will not save an employer from legal liability. Asking candidates about personal issues such as age, citizenship status, health, family history or ethnic background is never justifiable on the basis of cultural fit, Uppal stressed.The end goal is to identify and hire the very best candidates whose skills and attributes match the organizations core values. Cluroe said this objective is achievable when organizations have a culture thats based on positive values that are open enough to enable a diverse selection of people to embody them in their own way.Dont hire someone who claims to care about their work, career and industry. Hire that too-rare person whose passion has already been proven by their actions, Babbitt sai d.Additional reporting by Paula Fernandes. Some source interviews were conducted for a previous version of this article. Shannon Gausepohl Shannon Gausepohl graduated from Rowan University in 2012 with a degree in journalism. She has worked at a newspaper and in the public relations field. Shannon is a zealous bookworm, has her blue belt in Brazilian jiu jitsu, and loves her Blue Heeler mix, Tucker. 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5 Ways to Modernize Mentorship and in the #MeToo Landscape

5 Ways to Modernize Mentorship and in the MeToo Landscape Mentorship has the ability to level the playing field for women in business.Studies show that people with mentors are mora likely to get promoted in the workplace. But currently, a large chasm remains between the number of women beginning on the professional track and the number advancing all the way through to senior positions. So the question remains, how do we promote more women? And its an important question because we know that to thrive in this MeToo landscape, we need to promote more women into the C-Suite.A study byDevelopment Dimensions International (DDI) found that while nearly 80% of executive women had served as formal mentors,a whopping 63% of working women had never been mentored. The way I landsee it, mentorship, as it stands now, needs a herunterkommen twist because too many mentorship opportunities are missed. Women either dont know how to get into the business of mentorship or they simply arent meeting the r ight people. The solution?To scale mentorship.I didnt have female mentors in my 20s and it showed.When lifes hiccups occurred, whether through my personal life dealing with heartbreak or in my professional life receiving unwanted advances from male executives in my bro, I didnt have a strong female mentor to turn to for guidance. I floundered a bit, bedrngnis knowing the best way to address these situations without losing my place on a coveted project or team. After trial and error, I made it out the other side, and now its time to pay it forward.Here are the steps you can take to modernize mentorship1 Make mentorship more accessible.Breaking the glass ceiling requires we disrupt old, patriarchal notions of mentorship. Fight against this long-standing boys club by not just inviting women into the conversation, but by reaching out to as many women as possible. Its true everyone needs a mentor, but the Catch 22 is that the people qualified to mentor are faced with finite time and limi ted energy. Thankfully, mentorship in todays digital age doesnt have to be limited to one-on-one, in-person meetings.One way weve combated this at ENTITY is to create a variety of channels to interact with women so we can reach them where they are most comfortable. This includes events for WomenThatDo, a robust publishing platform, a rapidly growing social community on Facebook and an in-house summer leadership academy. While I understand this may not be an option for most individuals, women looking to avail themselves as mentors can do something as simple as inviting multiple women to office hours as opposed to scheduling individual meetings.That being said, the most important and applicable advice I can give is to stop waiting to be asked. If you want to serve as a mentor, take the first step and offer the opportunity.2 Teach your mentees everything you can.Women have infinite potential they just need the right tools and education to tap into it. In the current economy, its not en ough to master one skill. The most competitive workers have multiple marketable skills and experience. Focus on providing your mentees with a breadth of experience, whether in writing and editing, graphic design, video editing, search engine optimization and marketing or all of the above.Your job as a mentor is more than getting your mentees through one door. The way I see it, you should invite your mentees to the table and allow them the space to contribute to different partes of the business. Yes, theyll make mistakes along the way but this will ultimately help them master more tangible skills, leaving them more knowledgeable than when you first met them.3 Highlight their strengths.If no one has ever told you before, mentorship is more than professional development trainingits also about building self-awareness. I encourage all of my mentees to take a personality test (we have ourENPersonalities Quiz) This process allows women to understand their unique identities so they can work with them, not against themhelping them to maximize their talent to live their best lives.Encourage your mentees to understand their own default modes. In doing so, they will be empowered to live in their strengths and cognizant of any hurdles they may face that are endemic to their personality types.4 Build resiliency.In the wake of MeToo, its clear many women were forced to stay silent for too long in regards to sexual harassment and sexual assault. A large part ofmodernizing mentorship is improving upon the past, so its imperative when mentoring young women today we face these issues early and head on.Openly discuss how to recognize and how to combat sexual harassment in the workplace. If possible, go through leadership training, mock board meetings and public speaking classes to give women the tools and confidence to take charge and use their voice effectively from Day One.Overall, strive to teach your mentees how to defend themselves, whether from their own fears and insecurit ies or from others in the workplace.5 Create safe spaces.Last but not least, dont forget to create a community. I firmly believe in the power of women supporting women, and encourage you to have more than one mentor for yourself as well. Having multiple mentors gives you varying perspectives and backgrounds to gain from, and a community of trusted friends and advisors is crucial to remaining level-headed, objective, and encouraged.Throughout the year, if you can teach them nothing else, train women to rely on each other so when theyre dealing with tricky or controversial situations, they have people in their corner that they trust. The modern women shouldnt feel like they have to compete with each other, there is more than enough room at the top for all of us.At the end of the day, mentorship is about building deep relationships with your mentees. As a mentor in todays economy, do what you can to ensure young women walk away feeling more confident in their abilities and themselves.T his article originally appeared on Women 2.0.

Writing Work Experience in Resume - What Is It?

Writing Work Experience in Resume - What Is It? Whenever your work history is vast, you need to be strategic in selecting which experience ought to go on your resume. Keep this in mind while you copy the examples above. You have little if any work experience, for example in case you have recently graduated from school. Now you need to know how to compose a resume with no experience thats compelling and distinctive, ideal for a high school resume or a beginners resume for teens. The History of Writing Work Experience in Resume Refuted Now its time to produce your first resume. Which format you select will depend, in part, on the form of work youve performed and whether you are likely to continue in the exact field. Its also important to think about the sort of work you genuinely wish to be hired to do. Furthermore, you can list volunteer work or community service if you werent actually employed throughout that period of time. Learning how to do a resume when do not have an y work experience is quite a bit easier if youre able to demonstrate some seasonal or short-term work experience. When reading the work description included in the ad, start looking for keywords associated with your responsibilities. Focus on what you could draw from your experience for a student, volunteer or other non-salaried pursuits. Work experiences will supply the info needed by the clients with regard to the jobs that youve already done and the geschftliches miteinander that youve been involved with. In case you have any part-time work, that will go a ways towards an amazing experience section. Youve got a continuous work history in your area. One very significant part the work experience section is finding the ideal way to list your contributions to the business. As one of the most important part of your resume, it needs to be professional and follow the same format as the rest of your resume. The Pain of Writing Work Experience in Resume It is possible to also l eave work off of your resume entirely. Write down what skills you used, and the way they may relate to the job that you desire. You are asking for a job thats different from your present or most recent job. Your latest job ought to be written first and the jobs youve done beforehand follows. Writing Work Experience in Resume Options The usage of work experiences may change depending on the work history an employee or an applicant has. Its only that the principal absicht of your resume is to provide the prospective employer a broader preview of your work experiences. If thats the case, your resume can nevertheless be quantified, and provide the hiring manager a concrete idea of the reach of your abilities and abilities. Each resume format can be helpful, based on your own personal circumstances. What to Expect From Writing Work Experience in Resume? Actually, you could always create a compelling and strong resume that may brandish all of your relevant skills and experience for you to ultimately get the job which you want. If its necessary to compose a resume with very little or no experience, dont worry If youve got minimum work experience, you may consider leading off with your education, especially if its pertinent to the position youre applying to. Youve got recent knowledge in the specialty you are searching for.