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Candidate: Can you tell me why I wasn’t chosen?
Recruiter: We selected someone we felt does not just preserve the organization’s existing culture and values but would add to it.
Companies with inclusive talent practices generate up to 30 percent higher revenue per employee than those who do not, according to a new study on behavior and values interviewing conducted by LinkedIn. Maximizing workforce productivity must be a primary focus for businesses in the post-Covid 19 business climate.
Finding the right person for a job does not mean finding someone who is exactly like everyone else in the department division or the whole of the company, surveyors concluded. Finding people who will be “culture adds” will be integral to achieving improved and sustainable productivity.
“Culture adds have the potential to do great things at your company.”LinkedIn Talent solutions
For years, the applicant selection process’s conventional wisdom focused on knowledge, skills, performance, and cultural fit. The LinkedIn report suggests that while these elements are
all essential, companies will be using behavior and values interview questions to assess whether an applicant’s experience and successes means they will be adaptable and embrace new ways of doing things. This approach makes sense since many organizations, once stable with respected brands, have faded from sight because executives, like their workforce, were too comfortable with the status quo.
Innovative organizations are not looking for bomb-throwers. They are looking for people who will embrace the inevitable change in any business and provide a foundation for senior leaders to effect necessary change.
Innovative organizations are not looking for bomb-throwers. They are looking for people who will embrace the inevitable shifts in any business and provide a foundation for senior leaders to effect necessary change.JohnGSelf
This trend leads me to this conclusion – preparing for a job interview, always a hit or miss proposition for most applicants, is rapidly becoming more critical and more complicated. But this trend may provide well-prepared applicants another way to differentiate themselves from the dozens of competitors.
Applicants, especially at the management and executive level, should consider framing questions about the prospective employer’s current culture and how they expect new hires to make a positive contribution as a “culture add” applicant.
© 2020 John Gregory Self