Today marks the third installment in this month’s ‘Culture, Culture, Culture!’ series, and this time around, Maria and Michelle focus on ‘Culture Controversies’. There are arguments out there stating that if you don’t do culture ‘right’, or you focus too much upon it, that problems can arise. Our hosts confront these notions head on with their usual dose of candor, insight, and humor here today.
They begin by looking at the idea of focusing too much on culture fit during the recruitment process, Michelle’s checklist for this process, and the perspective of Hootsuite’s CEO, Ryan Holmes, on this topic and some responses to that perspective. Maria and Michelle together review culture and recruitment at a couple of major corporations, the potential impact of culture fit hiring upon an organization’s level of innovation and diversity, the importance of being able to articulate core values, and the use of behavior-based questions when interviewing. In the end, they clearly demonstrate that the correct interpretation of ‘culture’ is the key to resolving these culture controversies, and that, fortunately, they have just the tools necessary to help you through the process.
The Finer Details of This Episode:
Quotes:
“If you’re hiring and you’re just looking for perfect culture, sometimes it’s not always going to be successful.”
“I’d focused on it with this one candidate and it ended up backfiring.”
“Culture’s not how well the team gets along at a social event. Culture is how well the team can execute together with the same principles and expectations to deliver superior results with customers whether internal or external.”
“Customers are wrong a lot.”
“It comes down to asking the right questions to target truly what your value is and your value proposition, and what you’re trying to target and get from that.”
“Past performance or past habits strongly determine what future performance or future habits will be.”
“Our core principles say that we love and respect each other.”
“Basically, the underlying message is we misinterpret what is meant by culture.”
“At the end of the day, the problem is the leader or the organization.”
“We need to dig a little bit deeper.”
“We’re not assessing culture correctly.”
“Every level has to truly buy in and believe what you stand for in order for it to resonate and to sustain within your organization.”
Show Links:
REL Talent homepage: https://www.reltalent.com/
