Shankar Meembat on Building A Culture For Recruitment


Good afternoon, Shankar with The
Alternative Board, Milton Keynes. Today just like to talk a little bit about
culture and why that is important. Now, quite often when I talk to businesses
one of the biggest challenges… and I ask them about the challenges that they face.
Right somewhere on top of the list would be the fact that they are unable to find
good people. I would go on to ask what they define? How to define good people?
And then invariably the qualities are That they work very hard. That they
prioritise the work over everything else. That they would… they would want people
to be going the extra mile to achieve the business objectives. All really good
criteria, but it is often a mirror image of themselves. In short what these business owners are telling me is, they would like to
have their employees, who are exactly like them, and we all know that’s not
practical, for various reasons. So I’d like you to look at things a little bit
more now. Yes what you need to have those qualities in, but it’s not about getting
those qualities. Those are not qualities of people, those are the
behaviours of people, and behaviour is driven by company culture. So before you
go out and try to find that ideal candidate. Have a reflection. Have a self-reflection.
What’s the culture that you have in the company? What is it that you
would like to see in the company? What are the values that your
company lives by? Are those documented? Are they’re communicated effectively?
Culture, vision, values. These are not just for the large companies.
They are equally important for those owner-operated businesses,
because they help you get the right people. As you do your recruitment process. As
you interview people. That’s what you share. And once you have, you can
find the people willing to have common grounds with you; On culture, on vision, on
values. Then you would find that they would fit. Their behaviour would be
what you want them to. So remember, get those documented first. Your Culture. You Vision, Your Values. Make sure they’re documented, and that they are
communicated effectively. And as you run the company, make sure you
have a way of monitoring to see how these are kept up within the company. Thank you. This is Shankar Meembat,
from The Alternative Board, Milton Keynes.

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