If They Do Not Fit, They’ll Likely Quit

Decoding The DNA Fit For Your Company

By: Jeff Boucher

Author

Do you remember where you were when you first heard of DNA?


For me, it was watching the highly televised OJ Simpson trial. What an amazing scientific breakthrough, the ability to unequivocally determine a match based on the very essence of who you are.

Your company has DNA too. Sometimes referred to as “personality” or “culture”, company DNA is the life blood of your organization. It is more than “Wacky Tie Friday” or a ping-pong table in the break room. A candidate’s potential cultural match is inborn, it cannot be a learned trait – they either have it or they don’t: it’s in their DNA.

But why is finding a match important? You’ve taken the time to sit down and meticulously define your core values along with the vision and mission of your company. Now as you grow, you need to make sure you’re hiring people who share those beliefs. Candidates who are technical fits CAN do the job but candidates who are cultural fits as well will enjoy the job they do – and that means they’ll stick around because they believe in what they’re doing.

But how do you screen for a DNA fit?

At Titus Talent Strategies, we believe that a cultural fit is AS important as the technical fit.

In order to vet for the right DNA, it is vital that you have a good sense of your organization’s culture. While there are many assessments that you can give potential candidates that measure their pace, drive, and/or aptitude, more often than not, determining a cultural fit comes down to your gut. But if you need some starting points, here are three questions that can help vet candidates to see if they are the right cultural fit for your organization:

“What are the two best things about your current company? (What things would you change?)” Ask candidates open-ended, behavioral based questions to identify what engages that candidate. Do those things match the core values of your organization? Conversely, by asking about ways in which their employer could improve can help determine their “job wound”. Is their job wound a culture or compensation issue? This can be important as you identify how well this candidate will fit in your company.

“What is your preferred work environment?” This allows a candidate to tell you exactly what they’re looking for in terms of the day-to-day culture. Do they prefer to work in teams, or are they more of an individual contributor.

“What draws you to this industry?” This question strikes at the very core of why this person is interested in your company and your opportunity. Do they truly want to do something that makes a difference or are they interested in compensation. How does their answer match your company’s DNA?

The culture of your organization is important because if all of your employees share the same values, it gives your customers a consistent experience that make them loyal to you! Greg Harris, of Quantum Workplace, stated, “Engaging the hearts, minds, and hands of talent is the most sustainable source of competitive advantage.”

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