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Why is Pre-Employment Screening Important to Company Culture?

Walk into any workplace, and there is an invisible pulse beneath the surface. It’s shown through team collaboration or lack of, and through the energy and unspoken governance that gets the job done. That is the magic of company culture and it is the bedrock of employee performance, engagement, and ultimately success.

What Is Company Culture? 

Company culture is not just ping pong tables and a beer on Friday. It’s the very soul of your business’s organisation. Think of it as akin to DNA, it is the ‘why behind the ‘what’. It is the shared set of values, beliefs and behaviours that define how things get done. 

‘What underpins company culture?’ is a question we hear all the time, and we often give the below advise:

What does your company stand for?

The shared values around integrity, innovation and customer focus are the values that guide decision making and behaviour.

How do you communicate?

The level of openness and transparency in information flows and the feedback loops guide company culture.

Do Employees feel ownership?

The levels of empowerment, trust and autonomy guide employee confidence in their job and in the company.

Are there shared goals between employees?

If employees are supporting and building each other up, and collaborating on shared tasks and objectives it guides how your company culture looks.

A strong company culture fosters trust, transparency, and collaboration, turning colleagues into a powerful team pulling in the same direction. 

How Does Company Culture Impact Employee Performance ? 

The correlation between employee performance and company culture is typically quite linear. In that the better the company culture, the better an employee performs. When employees feel valued, respected and heard they become more engaged in the business’s objectives and invest themselves fully in their work. A good company culture can lead an employee to go the extra mile and innovate.

Studies show that companies with strong culture boast higher employee retention, lower absenteeism, and better financial performance. It’s a win-win for both the business and the employee.

What Are The Different Types Of Company Culture? 

Like most things, no two company cultures are the same, but there are culture types which typically exist. Some of the main types we’ve experienced are:

Collaborative Culture : Brainstorming sessions, open-door policies and shared goals are typical of a collaborative culture. In a collaborative culture everyone feels like they have a voice and that their voice is valued.

Hierarchical Culture : In a hierarchical company culture, structure and order are at the centre-point of everything. Decisions flow from the top down, with clear chains of command established and adhered to.

Innovative Culture : Risk taking and embracing the unknown are typical of an innovative culture. Out of the box thinking is encouraged across all levels of the business, where testing ideas is done in the spirit of chasing groundbreaking innovation and rapid growth.

Results Culture : In a results focused company culture, competition is the driving force. Performance and results are at the fore of all conversations and individuals are thinking positively about the fast-paced environment and ambitious ethos.

If you aren’t seeing your culture-type above, then don’t worry there are many other company cultures, you may even be a blend between two or three types; but the key is that you understand the culture behind your organisation.

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How To Assess & Improve Your Company Culture? 

It is important that you don’t just assume your culture is thriving. Assessing your company culture can only be achieved through a combination of surveys, employee focus groups and one-on-one conversations. It is important to be honest, accept employee honesty, actively listen and acknowledge concerns.

Once you have assessed what your employees think about your company’s culture, you have to decide what type of action you want to take. This is whether struggles typically arise; but it is important to remember that culture is a journey, not a destination.

Improving your company culture in the direction of collaborative or innovative,  can be achieved through 6 core steps:
Curate A New Vision
Once you know where you are, chart the course to where you want to be. Define your ideal company culture, determine that value you want to prioritise and communicate this vision to everyone in your company.
Breakdown Communication Barriers
Encourage cross-departmental collaboration, organise team-building activities that foster interaction and build relationships. This will help to break down communication silos, and encourage connection rather than isolation.
Empower People
Micromanagement is the kryptonite of a vibrant culture. Trust your employees to take ownership of their work. Give them autonomy to make decisions and experiment. Unleash their creativity and watch your company culture blossom. 
Celebrate Success
Recognition is the sunshine that nourishes a positive culture. Don’t wait for scheduled events such as annual reviews to acknowledge achievements. Celebrate milestones, both big and small. Publicly praise and recognise contributions that are outstanding as celebrating success will only serve to encourage other employees to achieve the same. 
Be A Leader
Leaders are the make and break of company culture. If you want a collaborative culture, then practise collaboration yourself. If you want a culture of innovation then you need to embrace risk-taking in your own day-to-day commitment to the company. Leaders set the cultural tone and the actions of a leader will speak louder than the vision manifesto that you created. Lead by example and it will inspire others to follow suit.
Continuous Improvement
Building a strong company culture is not a one-time thing. It is an ongoing process that requires constant nurturing and progression. Regularly revisit your progress, gather feedback periodically and adapt your strategies based on the culture challenges that you see. Company culture is a living thing, so keep feeding it with positive inputs and growth opportunities. 

How To Sell Your Company Culture In Job Adverts? 

You might be thinking, ‘we have a great company culture, and we want the best talent to join us, so how can we get this across in job adverts?’ If you are thinking that, then you are not alone. Almost every employer wants to attract the best candidates, and the best candidates want to work at places that most mirror their skills, goals and styles. The job advert is everything.

Don’t just list benefits, paint a picture. Use vibrant language and real-life examples to showcase your culture. Highlight unique perks, utilise employee testimonials and stories that embody the values of your company. Make potential candidates feel what your organisation is all about better they even step foot through the door for their interview.

Why Is Pre-Employment Screening Important In Maintaining Company Culture? 

Think of your team as a well-oiled machine. Hiring someone who doesn’t mesh with your culture is like throwing sand in the gears. A poor employee fit can end up costing you a lot of money very quickly, especially if it leads to other members of the team disengaging from work and losing sight of the shared goals you’ve worked to instil.

Carrying out Pre-employment screening checks like Social Media Checks helps you find talent who not only possess the skills for the job, but also share the values of your company. The importance of new hires gelling seamlessly with your existing team is of great importance.

Remember, a strong company culture isn’t built overnight. It takes time, effort, and a genuine commitment to your people. But the rewards are immeasurable. A thriving culture attracts top talent, boosts employee performance, and creates a workplace where people love to come to work. Take the first step in your new hiring process today by introducing social media background checks to your pre-employment screening processes.

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