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The Importance of Values & Culture in Recruitment

Posted On: 08/01/2019

If you’ve ever watched ‘The Apprentice’ you’ll know that Lord Sugar attracts potential working partners by dangling a tempting carrot in front of them – in his case, it’s a quarter of a million pound investment!  That’s a great start to get the attention of future candidates.  But, more importantly Lord Sugar continually looks for someone who shares his values – we’re often left speechless when he points his finger to fire someone who we believe to be amazing, but if they’re not going to fit in with the way he works, then it’s not going to last. 

Fitting in with a company’s values and cultural beliefs is key to a great future working relationship.

The Culture Fit 

A company’s culture must be a reflection of its ultimate goals and align with its values, so it makes complete sense to make culture part of the recruitment process.

According to Forbes, 84% of recruiters surveyed agreed that a cultural fit is one of the most important recruitment factors, and nine out of 10 recruiters have passed on applicants who didn’t align with their company’s culture.

Defining Values & Culture

Before the recruitment process begins your company must identity exactly what its values and cultural beliefs are. To do this successfully:

A Bad Fit

Hiring purely on the basis that a candidate has the experience, qualifications and technical skills you are looking for can have negative repercussions if they simply don’t share the same values and beliefs.  Don’t be fooled by that perfect looking CV!

And the repercussions don’t end there.  If your company’s hiring team keep getting it wrong, the existing workforce aren’t going to be happy or trustful of their leaders and that’s a completely different blog all together!

The Interview

One of our top tips for recruiting and to secure employee retention is to hire slowly – it’s not a process to be rushed as careful consideration must be taken over who you let into your company.

Let’s think about ways to find out more about your potential colleague during an interview:

Ask the right questions, such as:

The Complexity of Recruiting

It goes without saying that if you follow the same exact recruitment process to the tee you run the risk of hiring the same type of person over and over again.  This is where the hiring process becomes complex as the last thing a company needs is to become stale.  Diversity brings new skills, ideas, perspectives and experiences.

A HR professional will be able to advise on your culture fit decisions and ensure that your recruitment process does not overlook the value of divergent interests and opinions.  Having differing views does not mean that they are not respectful of each other – quite often you will find that these differences will make a shared mission stronger.

We’re Here to Help

If you would like support with your next recruitment campaign to ensure you find the right long-lasting, valuable person who brings your workplace culture to life please give us a call on 0161 941 2426. 

Get In Touch

What Our Clients Say

“In an ever-changing business environment, we at Crest Medical are keen to focus on developing our business commercially to be a best in class provider to our target markets of first aid, hospitals, pharma and retail. We know that to achieve our goals we need to deliver for our staff by recruiting the best talent, giving them the opportunity and working environment to make a difference. As the business environment changes so does best practice for employing, directing and motivating our staff. To be best in class we know that we need specialist advice and support in continually developing our HR practices and processes. P3 People Management provide that support. We have built a business with more than 100 members of staff and £50m in turnover in a little over 10 years, P3 People Management’s support has been a critical component of our success. If you are looking for professional, flexible HR support for your business I couldn’t recommend them highly enough. ”

A Maxwell - Managing Director

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