We are in the midst of a several week series on “Hiring the Right Candidate”. The first two weeks we shared how to attract the right candidate through a series of very specific steps.  Last week, we mentioned that in the process of weeding out candidates we take them through a series of tests and processes to determine their capabilities to follow through and complete assigned tasks.  

One of the assigned tasks we ask all of our candidates to complete is an analysis of our current website content. We ask each candidate to review the website in its entirety and write us a one-paragraph explanation on why they think they will fit into our culture and are perfect for the job based on what they read on the website.
 
This brings up an area of concern. This week we will step aside from the hiring process to make sure you are ready so that this step can be completed during the hiring process.

If you are asking your candidate to review your website and to then write a paragraph on how they will fit into your culture, you better have your culture defined on your site. I not only think it is necessary, but critical.
 

WHAT'S YOUR MISSION, VISION & VALUES?

Our customers want to know all about us.  Why not spell it out on our website.  Many shy away from this and for one reason only – you haven’t taken the time to define the culture in your business.  You are so busy working in your business that you have never taken the time to narrow down your Mission, Vision and Core Values/Decision Filters. 
  
In order for a candidate, and for that matter a customer, to know what kind of culture you have, you and I need to describe it, define it, and spell it out.  We need to do that so that WE and OUR people and OUR customers know whom they are dealing with.  People do business with people they KNOW, LIKE and TRUST.  They can know you if you are transparent about these three key items that drive our business on a daily basis.
 

RESOURCES TO HELP YOU DEFINE YOUR COMPANY CULTURE

There are many great resources out here in the marketplace to help you define your Mission, Vision and Core Values/Decision Filters. If you are the leader of your business, it is always best to personally define these items and then define them for your business so that you are operating a business that is consistent with your personal Mission, Vision and Core Values/Decision Filters.  

For a personal analysis, I recommend www.IdentityandDestiny.com. Tom and Pam Wolf have put together a great resource that will help you find out who you are and what you should be doing with that. I recently did an interview with author and leadership expert Dr. Steve Steff with Transforming Leadership. We discuss mission, vision, strategy and tactics.  This interview might help you get this process started.
 

BE TRANSPARENT

It should go without saying, but it doesn’t. We can’t expect our employees and potential employees to know whether they fit into our culture if we haven’t defined our culture for everyone to see.  Can they read it?  Can they see it being lived out in your life?  Words written on paper describing your Mission, Vision and Core Values/Decision Filters are only words unless they see it alive and being lived out in you on a daily basis. 

Do you know who you are?  
Do you have the culture of your business defined?

NEXT WEEK:  The Interview Process – What questions can I ask in order to really capitalize on the time I have with an applicant to know if they are a good fit?