Why It’s Important to Hire Candidates Who Are Aligned with Your Company’s Vision
The recruitment landscape has changed over the years. While work experience and qualifications of a candidate are still important, hiring managers need to ask themselves some crucial questions. Does the candidate’s personal vision align with the company? If not, will they eventually leave your company?
We all know that the hiring process is time consuming and a lot is at stake. Several expenses are involved in hiring, onboarding and training an employee. Moreover, employee turnover costs are incredibly high.
Keeping this in mind, you need to hire people that connect with your company. We can’t stress enough on how important this is. If they are passionate about what the company does, and your mutual goals align, they are more likely to stick around and grow with you. You don’t want to lose a valuable employee a few years down the line.
If your employees don’t believe in your company, and don’t see where it’s headed, they will not be motivated. That’s why it is important to assess how aligned they are with your goals before onboarding them or even during the probation period. A candidate will even stick around during difficult times if their vision aligns with the senior management’s.
While assessing a candidate to be aligned with the vision of your company isn’t an easy task, there are certain steps that you can take to ensure a fit.
-Be clear about the company’s vision. Make a 5-year, 10-year and even 15-year vision plan for the company. Chalk out the type of employees and manpower that would best fit with your organizational plans.
-Transparency is important. Once you have your vision in place, you need to be as open about it as possible. It might help attract candidates who are in line with your values and goals.
-Ask the right questions. The job interview is crucial as you can gage the aspects of a candidate that aren’t present on their CV. Probe them with telling questions such as “Where do you see yourself and the organization in 5 years?” or “The vision of our company is ____. How do you think you connect with this mission?”
-Keep a keen watch on the candidate during the probation period. Ask them if their expectations matched reality, and if they do indeed connect with the company’s vision and values.