Why Recruiters Should Understand Organisational Culture
Organisational culture, also known as company culture differs widely between different types of organisations, even those working in the same sector.
For the modern recruiter to be successful, it is crucial that they understand a company’s culture, and recruit staff that will fit in to it, as this will ensure both the candidate’s and the consultant’s long term success.
What is organisational culture?
A company’s organisational culture is the behaviour and shared assumptions of the people who form an organisation. It can include an organisation’s systems, processes, visions, values, behaviour and beliefs.
Examples can include whether an organisation values flexible working by offering facilities such as a creche, whether management have reserved car-parking or if pay-rises are across the board or are based on individual performance.
Ultimately, the organisational culture of a company is the sum of the underlying perceptions shared by each and every member of the organisation.
Why is organisational culture important to recruiters?
Understanding a company’s culture is key to a recruiter successfully placing candidates that will grow and flourish in their new role. Organisational cultures can vary wildly even between organisations that on the surface look very similar. The recruitment sector itself sees agencies that work in the same sector achieve results despite having different cultures.
Some agencies thrive on the traditionally competitive macho culture of recruitment, which sees employees competing with each other to be the best. Other agencies have a much gentler culture, with a belief in collaborative working and sharing knowledge and skills.
Both types of organisation can be successful, but it’s clear that whilst a candidate that will thrive in one of these organisations would generally not thrive working in the other. It’s vital that recruitment consultants understand this and recruit accordingly.
How to use organisational culture to your advantage
The easiest way to assess a company’s culture is to visit the company. You can get a ‘feel’ of an organisation as soon as you walk through its door. You can sense whether there is a relaxed feeling throughout the building or if there is a sense of urgency and pressure.
The way employees dress gives clues, are they in formal business attire or are they dressed more casually? Noticing little signs like this all build up to paint a picture of an organisation’s culture, the sense of which can be enhanced by talking to both management and employees.
It’s not always possible though to spend time visiting a client to assess its organisational culture. In this situation, use a shortcut to ascertain what sort of candidate would fit-in and be successful. Whatever role you are recruiting for, ask to have a quick telephone chat with two or three people already successfully doing the role.
Ask them questions about what motivates them, what they enjoy about the job and how they perceive the company. When you analyse the answers, you should find a common thread that runs through them.
There are certain facets of people’s personality and skills that make them a success within this company’s culture, identify these, and your task to find the perfect candidate is made a lot easier.
‘Till Next Time,
Cheryl