Brand Culture Recruitment
Understanding culture and the impact on recruitment
In previous HRAskMe nuggets we briefly explored the inescapable links between your marketplace brand, culture and recruitment.* In this nugget we'll review a few thoughts about understanding culture and the impact on recruitment.
A good starting point is to look at three of the fundamental ideas developed by Michael Treacy and Fred Wiersma in THE DISCIPLINE OF MARKET LEADERS. (page xii, Introduction)
- Value proposition: "…the implicit promise that a company makes to its customers"
- Value driven operating model: "…the combination of operating processes, management systems, business structures and culture that gives a company the capacity to deliver on its value proposition" (Italics are mine.)
- Value disciplines: "…ways in which the companies combine operating models and value propositions to be the best in their markets"
In order to recruit people whose values, character and priorities are aligned are aligned with those of the organization, HR managers and recruitment planners must have a firm understanding of their organization's "operating processes, management systems, business structures and culture".
From this foundation some basic questions should be asked to guide recruitment planning. These include the following:
- What are the characteristics of people who succeed and remain in your "operating model"?
- What are the characteristics of people who fail and / or leave your "operating model"?
- What characterizes the decision making processes?
- What employee behaviors are valued and rewarded?
- What are your fundamental compensation principles?
- What behaviors are not tolerated, either explicitly or implicitly?
- How are employees developed in your "operating model"?
- What are the characteristics of of the formal and informal communications processes between management and employees and between managements in various units?
- How are ideas, proposals and projects developed, assessed, approved and implemented in your "operating model"?
The bottom line is that you need to understand and document your total employment offer or "employment brand".
We'll briefly explore in future HRAskMe nuggets the links from this foundation to sourcing candidates, interviewing and acquisition.
*Links to previous nuggets:
http://www.hraskme.com/brand-culture-values-recruitment/
http://www.hraskme.com/brand-is-on-stage-all-the-time-a-message-for-recruiters/
