If the company has a high turnover rate, managers may be hiring the wrong types of people. Here are some tips for getting the right employees on board.
Think about your best employees. They probably have some common personality characteristics. This is why family members and friends of your best employees can also be great employees—they might share similar values and work ethic.
Knowing one’s brand is important because once the company knows who it is, it can find people that fit its brand. Race, gender, religion and age don’t matter (and they can’t legally). What matters is the person’s personality, work ethic, experience and other factors deemed important to gauge whether they fit within the company.
For example, one veteran-owned construction company hires service-disabled veterans and veterans with U.S. Army Special Forces training as nearly all of its project managers. Its company culture is to take challenging projects that no one wants because challenges are fun. The team doesn’t work Monday through Friday from 8 a.m. to 5 p.m. like many companies—that work would bore them, and they believe the tougher the project, the better.
When it’s time to rebrand the company, this means more than changing the logo; it means changing the company culture and creating a new package of marketing materials to match the current culture.
When the culture is transitioning, the human resources department should look for candidates that fit the company’s new culture and personality as well as warn leaders that they may lose some employees who don’t fit the mold. These employees may be great people, but if the company is becoming technology savvy and an employee hates smartphones, he or she isn’t a good fit anymore.
As a case in point, the Army Special Forces construction company mentioned above tried to hire civilians because it was concerned it was too narrowly focused, and it thought diversification would be a good thing. The plan backfired, and those new hires didn’t last because they didn’t fit in with the team’s work-hard, play-harder mentality.
By aligning employees’ personalities with the company’s firmly established brand, any construction firm has the power to build its ideal team, as well as reduce unwanted employee turnover.