The Role of Organizational Culture in Employee Selection

Sourcing and recruiting candidates, as well as interviewing prospective employees, are ways to determine if someone is well suited to your organizational culture. Organizational culture is often difficult to define; however, when you observe candidates throughout the recruitment and selection process, it's rather easy to see if they fit the job you have to fill.

Recruiting

• The first step in the recruitment process is reviewing the job description to ensure it accurately represents the essential job functions. Constructing an employment ad that incorporates a brief description of the company can provide insight about the organizational culture. Merely stating the industry may also give applicants an idea of the organizational culture. Some advertisements even mention dress codes to appeal to a population that may have less traditional views about the workplace.

Interviewing

• A face-to-face interview is the best way to determine if a candidate's demeanor, work history and career goals are suited to your organization's culture. For example, an applicant whose work history consists primarily of office duties performed independently may find it a challenge to work for an organization in which most projects are accomplished by teamwork. During the interview, describe in as much detail as possible the working environment.

Selecting the Right Fit

• When you narrow the list of candidates to two or three individuals, here is the point at which you can discern a true fit for the company. At this stage in the selection process, it's a wise move to let the candidate tour the company premises. Introduce her to a variety of employees and observe the interaction and nonverbals she exchanges with company employees.