You’ve heard this before: Your people are your business. While it might be a bit overused, it’s nevertheless absolutely true. Without the right people, no company can hope to thrive.
So why is it that so many companies still struggle to get the hiring and retention aspects of their business right? Maybe they need to be reminded of these truths:
— GoToMeeting Canada (@GoToMeetingCA) July 13, 2014
Your company’s culture matters to your existing employees for sure, but don’t underestimate the power it holds over new hires — especially millennials (born early 1980s to early 2000s). These younger members of the workforce are just as likely to leave a company over poor cultural fit (60% of them cite this) as they are over things like salary.
If you want to attract and keep Gen Y (the millennials), your culture needs to be fun, innovative and offer the opportunity for relevance. Sometimes that’s as simple as recognising and celebrating your people’s success in a public manner.
One thing’s for sure: All the carefully laid-out strategy won’t be worth much without the right company culture to nurture and execute it.
— GoToMeeting Canada (@GoToMeetingCA) January 15, 2015
As tempting as it is to follow the typical interview pattern of asking questions like “What are your greatest weaknesses?”, you’ve got to think deeper.
Any prospective employee worth their salt will already have prepared answers to these questions. While those answers will certainly give you a sense of how well they’ve prepared for the interview, they tell you almost nothing else about the person sitting across from you. And since you want to hire a person — not just a set of skills — you’re going to need to ask follow-up questions.
Sounds simple enough, but in reality this means really listening attentively to what the candidate is saying so you can find an area that’s worth probing. The goal isn’t so much to get at specific information (though that can be useful too) but to get them to reveal more of their personality.
Once you begin to see the real person, you’ll be in a better position to decide if they’re a good fit for your team
— GoToMeeting Canada (@GoToMeetingCA) January 19, 2015
The funny thing about age-bias is that it can affect the young and the old in the same way. Many of us have a cultural belief that the young — especially millennials — grew up digital and therefore they’re better with technology.
That’s a potentially dangerous assumption, especially when considering hiring for the future of your business. The value of the company lies in hiring talent that is suited to the kind of culture you have or are working to create. While it may be essential to hire and engage millennials, the wisdom, experience and perspective of other generations cannot be ignored.