Role alignment; the golden ticket to your next key player

Role alignment; the golden ticket to your next key player

Coach’s never play, right? Well not exactly.

Here at Culture Works, we practice what we preach. We hire a person for who they are as a whole, not the list of accomplishments on their resume, and we encourage you to do the same.

What we’ve discovered is that when culture works, a company’s internal systems support a motivated workforce and overall success. The core of your company’s culture begins with the recruiting and hiring process.

Recruitment

The foundation of the business can easily crack if new recruits and hires don’t align with the company’s core purpose — role aside. Our team prioritizes role alignment in every recruiting engagement we participate in. When your employees are aligned in their roles, based on experience, personality type, and strengths, they are more likely to succeed.

There are also the logistics of the recruitment process. It costs time and money to interview a lot of wrong candidates, so why not nail it the first time? This is ideal, but not always possible.

That’s why we provide services to narrow down the search.

It can be tempting to dismiss people who haven’t ticked every box required for the role, but we suggest that you look past the role description.

Flexibility in the workplace is a trait that can’t be taught. If a hire doesn’t have all the boxes ticked but is a quick learner, they may be better suited to stay with the company long term.

Company Culture

The statistics speak for themselves. Employees are often overworked, unheard, and feel no deep connection to company culture in some traditional workforces. The Office Vibe team conducted a study to explore these stats on a deeper level.

Among the alarming results, it was found that “33 percent of employees don’t believe their company’s core values align with their personal values.”

Sometimes exploring company alignment is all talk and no action. Instilling a relationship that is centered around communication between managers and staff from the beginning of their hire will open the space to talk.

The hope is that through these conversations, talking about role alignment will be at the forefront.

Role Alignment

We’ve been throwing around the term, “role alignment.” Let’s dive into what that means. Forbes claims that it can be looked at in different ways. Role alignment can be “getting everyone on the same page,” as a more long-term goal, or “understanding everyone’s role.”

People adapt and change, as a hiring manager that should be included in the recruitment process. An employee may apply for a role with all the qualifications, however, they may not be the best fit for the specific role or company.

During the hiring process, the right questions must be asked to consider role alignment and company culture. This can look something along the lines of:

What’s a long-term goal you want to achieve?
How do you feel best motivated?
What environment do you work best in?
Which of our company values resonate with you the most?

This is just the starting point to understanding role alignment.

Culture Works will carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.