Culture and Attaining Talent in Texas

Posted by Kat Oliver on Jul 24, 2018 9:00:00 AM

In ICS insights, hiring trends, client

Culture has become a top buzzword in businesses today; as the Texas market adjusts to rapid growth, the generational shift and low unemployment, companies strive to define a culture that will attract top performers.  This goes beyond ping pong tables, office gyms and happy hours; a culture is built from within and is exemplified by each leader in the organization. 

But how is a company culture defined?  How can you ensure that you’re hiring the best people who represent your team and your company? As organizations continue to expand to the metroplex, Kelly Maxwell, in Dallas, breaks down how to successfully build the culture of your team.

Define Your Vision

Before you can hire for your team’s culture, you must first understand what defines it.  What is your company’s vision and mission?  These should be represented and understood at every level of the organization. 

A wonderful place to start this process is by listing why you love working for your company.  This goes beyond your daily functions and focuses on what keeps you motivated, productive and thriving.  Examples could include collaborative teams, growth opportunities, continuous education, work/life balance and social interaction.  Also, include what makes you proud to work there, such as customer service, hands-on leadership and giving back to the community. 

Once you can define what stands out about your company, and specifically your team, you will know what to look for in an individual that will allow them to be the best fit. 

Look for Fit Rather than Skillset

If you are hiring for a specific role, such as a CPA or .Net developer, they still need to have a specific set of requirements.  However, dig down to see where you can train in the role as well.  Perhaps the industry, years of experience, ERP systems or other skills can be negotiated to ensure you have the right person on your team.  Hard skills can be taught, personality and cultural fit are much more difficult. 

Focus on questions and discussions with potential employees that will build out your culture and vision in a positive way.  For example, if one of your missions is customer service, ask how they have focused on customers in the past.  Also, dig into what is important to them in their next role. Try to align it with what is important to your group. 

Why does this matter?

In Kelly’s experience, there is a direct impact on your team!  Employees that don’t fit within a company’s culture become disengaged and demotivated.  However, a good cultural fit creates teams where employees are motivated, grow and are more productive.   When employees believe they are with the right group, you will have a team that thrives and succeeds.

Finding the best fit for your group can be a challenge, ICS works with you to understand your team dynamic.  Specializing in Accounting & Finance, Technology, Corporate Support and Legal and Compliance, ICS assists you in finding talented professionals that will build your culture. Call our Dallas office today!

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