Q:  I follow a careful process when hiring a new person to make sure that the candidate is able to meet not just the qualification requirements, but that they also posses the skills and abilities needed to succeed in that job.  Unfortunately, I still have turnover due mostly to a poor fit.  What am I doing wrong?

A: Perhaps you’re overlooking the importance of incorporating company values into the hiring process.  Clear company values can be used to both attract the right type of employee who’s aligned with your culture, as well as screen-out those who don’t support the values of your organization.

Some companies now list their values on their website.  Potential applicants must click that they “Agree” with the document before they can see the list of openings and begin the application. If they click “Disagree” a statement pops up indicating they’re not a good fit. You could consider a similar approach.

When defining values, keep in mind that any given “value” can mean different things to different people, so it helps to communicate them in terms of expected behaviors.  For example being a “team player” may be open to interpretation. But when you list behaviors such as: “arriving at meetings prepared”, “sharing information” or “keeping an open mind to new ideas”, it clarifies the expectations for that value.

I suggest that you carefully identify your organization’s values and the types of behaviors that demonstrate or exemplify them.  List those values on your website and continue to explore and discuss them during the interview process; give those questions and their answers the same weight and importance given to job qualifications, skills and abilities.

There will always be turnover.  Expensive, time-wasting, frustrating turnover.   But, if you’re committed to fine-tuning your hiring process so that you employ only people who support your organization’s values and company culture, you’ll be avoiding unnecessary turnover as well as drama down the road.

For a great example of a company that successfully uses the hiring process to strengthen their culture while also emphasizing unconventional values i.e.: “create fun and a little weirdness”, check out Zappos.com the notoriously culture-driven and popular online retailer.

© Copyright Eva Del Rio – Published in The Gainesville Sun on July 24, 2011