Can you articulate your firm’s culture and core values?
A recent survey showed that 66% of candidates consider culture and core values the most important factor when considering a new job. I have asked about these items in interviews. I have never heard a good response.
The reason I have asked, and the reason candidates are asking, is the same reason that leaders should have a good answer. Both parties are trying to figure out if the fit is right. If the leader can articulate their culture and core values, then the candidate has a better chance of determining whether they are compatible.
If the leader cannot articulate the culture and core values, then the candidate must assume a higher risk. A risk of signing on to something that doesn’t work. An opportunity cost of not going with the other firm who offered her a similar position.
But understanding and articulating culture and core values isn’t only for the candidate’s benefit. If the leader can articulate the culture and core values, then she can better understand whether the candidate will fit. She can ask better questions in the interview to assess cultural compatibility. She can get a better sense of how the candidate’s skills and experience will merge with the culture.
Put simply, taking the time to learn and craft a narrative about your culture and core values will help you find and persuade better candidates to join your firm.
