Define Your Organization's Culture

You are missing some Flash content that should appear here! Perhaps your browser cannot display it, or maybe it did not initialize correctly.

"Organizations that exist for a long time almost always have cultures. But any sociologist will tell you it's rare for people to talk about the elements of their culture.
Google lives out loud. We argue about strategy and whether our products are good or bad. We argue about everything. But you want conflict to thrive in a supportive way. At heart, I'm an introvert, but I've learned to enjoy the give and take of ideas here. We work hard to protect people who argue."

Douglas Merrill, CIO, Google

When hiring look for personal attitudes that are important to your organization.

Tip: It helps to share your company’s vision with the candidate.

If you don’t have some sort of corporate vision statement, now would be a great time to create it. The vision statement should describe very specifically where you are going and where you want to be in the next ten years or so.

Be prepared to answer questions such as:

  • What are your company's goals?
  • What new services do you want to offer?
  • What growth are you looking for?

During the interview, share your vision with the candidate and get their reaction. You’ll be able to tell quickly whether the candidate seems resistant or amenable.

Culture in any organization is difficult to describe, but is an important aspect in the hiring process. The better you can articulate your culture, the better your chances of determining if the candidate will succeed and fit into your future plans. The importance of a cultural match is one of the reasons the RHS Assessments measure behavioral traits.

Please contact us with any questions or feedback at (505) 603-5503