Employers often make a mistake when choosing their employees only on the basis of their CVs and skills without checking whether the candidates may fit into the corporate culture. How to examine this potential? Recruiters should make sure no to tell the candidates the answers they want to hear. They shouldn't provide more information about corporate culture until the end of the recruitment process. ERE.net recommends the following five steps:
Ask the candidates what corporate culture they worked in was the worst one
The worse experience they have, the stronger their potential to work in difficult conditions. Candidates who have no experinece with poor working environments don't tend to be loyal in the long-term.
Be skeptical
Try to determine whether the candidates' past working conditions were really as bad as you hear. Ask for specific examples. If the worst thing a candidate have experienced was his boss wanting him to meet deadlines, he/she is not the right employee for you.
Ask how they coped with a demanding corporate culture
This will help you reveal important character traits of the candidates. How resistant are they? How quickly do they give up? How soon do they lose their enthusiasm? Can they describe their unpleasant experience in peace and politely? Do they realize that they have learnt a lot because of their bad experience?
Introduce your corporate culture at the end of the recruitment process
Use written materials such as leaflets with detailed descriptions of the corporate culture and a letter from your company's director. The Director may invite the candidates to come up with any questions about the corporate culture and help to improve it.
Emphasize the basic rules
Unveil potential problems and talk about them with the candidates in advacne. Make sure they understand your rules, they want to follow them and develop them.
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