Q&A: How do I prevent cultural mismatch?

Dan Marzullo, CEO and Founder of Drafted
Jun 15, 2022

While poor performance plays a part, cultural mismatch is often the culprit of high turnover. Dan Marzullo, Founder of Drafted, shares how to optimize your talent strategy for cultural match. From leveling up your job posts to supporting current employees, there are a lot of simple ways to find and keep the people who fit […]

While poor performance plays a part, cultural mismatch is often the culprit of high turnover.

Dan Marzullo, Founder of Drafted, shares how to optimize your talent strategy for cultural match. From leveling up your job posts to supporting current employees, there are a lot of simple ways to find and keep the people who fit your organization best.

Additional Resources

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On this episode, you’ll hear:

  • [00:30] Optimizing job posts for cultural fit
  • [02:00] Preparing effective interview questions
  • [03:00] Supporting current employees

Transcript

Welcome to pops the show that shows you how to shift from human resources, paperwork to people operations, but the new world of work, how by answering one question at a time today, to help us answer your question. Here’s Dan Marzullo CEO of drafted how to prevent employee, employer, cultural mismatch. A lot of times when we think of high turnover companies, it’s due to one thing, right?

Bad performance, but that’s not always the case. In addition to performance, people can leave quite often due to a bad cultural fit. So it’s really important that right out of the gate, you’re hiring individuals that are going to be a great. With your company culture and make a seamless addition to your team.

And there are a few different ways that we can do that. And it really starts with that initial job description on your careers page. We’re so used to seeing standard details about the role qualifications skills needed, but to really understand if that individual is. Fit. We need to start elaborating more on our job descriptions and including more information so that that potential applicant can understand if this is going to be a good fit for them before they even reach out and submit an application.

So some things that we can look at here is in addition to those basic details, Really adding some information on the core values of the company, the mission, so that they can see if that aligns with them, including as much details as possible around salary information is also helpful. Instead of the standard phrase, we always see of competitive benefits and rates.

That’s not always enough to help that candidate understand if that’s going to be a good fit for them. So providing as much detail as possible, there is helpful also linked to your glass door reviews or your indeed feedback. If you can have other sources outside of your own, that are a little more non-biased.

That’s going to be super helpful for them to read through and get other perspectives to see if that’s going to be a good fit for them. You can also take this a step further and have someone from your team. Write up a nice blog post. It really just talks about your team culture, your company, and giving as much info as possible.

So that those candidates can prescreen themselves and understand whether or not they’re going to be a good fit. The next thing is once you’ve kind of gotten beyond that a first step, the interview phases typically next, right? You’ve identified some candidates that have applied to that posting. We want to shake up the interview.

Typically we’re pretty used to focusing on formal interview questions to. Skills with those job roles, but we don’t always ask informal questions to get a good feel for their personality. And that’s super important here. Mix that up to understand, okay, what soft skills do they have? What is their personality like?

Is that going to fit with the others in our organization? And the next thing that you can do here is after that first interview with your hiring team, have that candidate speak to other people from your team as well, whether that’s leadership or managers of other departments. That really helps your candidates understand and get other perspectives on the company culture to see if that’s going to be a good fit for them.

So take it a step further outside of that traditional interview and try some of these tactics. The next thing that we want to keep in mind. As we need to also be supporting our current employees outside of the new people we bring on, we need to make sure those that have already been hired are thriving and a good fit for the company.

So sometimes if you notice someone struggling, you know, elicit a feedback session, talk with them, communicate, see what’s going on. See if it’s a simple problem that you can resolve their. Maybe some retraining might be necessary to really make sure that we’re aligning with your mission there, or sometimes they might not just be the best fit for the role that they’re in.

So before firing, maybe there’s an opportunity to reassign them to a new position within the company where they’ll thrive. And the next thing we want to keep in mind is bad. Hires are not just bad for the employees that come in and turn over, but it’s also bad for your company called. For the employees that already work there, it’s going to damage morale and productivity.

But also that leaves the opportunity for current team members to question leadership based on who you are bringing in, that doesn’t always match up with the culture there. And the last thing is we want to make sure that we have some retention strategies in place to keep the great people around that are a great cultural fit and some great ways to do that are just showing employee appreciation, right?

Whether. Appreciation days, parties, things like that, but also congratulating and noticing the individuals in your organization that do great work when they accomplish something, giving that pat on the back and showing that appreciation goes a long way. Also regularly having sit downs or feedback sessions to get information from them so that they feel heard, right?

Give those people on your team, a voice so that you can always be improving to keep them happy. And keep them around. And these are ultimately some of the best steps that you can take to prevent employee, employer, cultural mismatch. Um, do you have a question for our experts? Click the link in the show notes, or if you’ve got other ideas and feedback about our show, send them to [email protected].

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