At Chief Outsiders, we believe that culture is the key to our success to date and will be critical to our growth as a firm for the long term. Pete Hayes, one of the Principals at Chief Outsiders, blogged about engaging the right team in his article “News Break: Lencioni’s ‘The Ideal Team Player’ is Bigger Than Expected”. As an organization, we spend an enormous amount of human capital to attract and retain people who are aligned with and embrace our core values. It begins when a prospective CMO candidate clicks on “Become an Outsider” on our website and listens to a video that describes the opportunity for Chief Outsiders, introduces them to our culture/our philosophy of working together and directs them to assess their fit with our Core Values.
There is a direct correlation between the business culture of a company and its financial success, and people are the drivers of both. With this in mind, when hiring, it’s wise to focus more on finding someone who fits into the company culture rather than exclusively looking for certain skills. I base hiring decisions 60 percent on fit and 40 percent on skills.
This doesn’t mean simply hiring someone you like and hoping they can do the job. The goal should be to analyze the candidate’s personality and introduce the potential employee to the company’s culture, so you both can make the right decision.
A bad hire’s influence can spread like a virus through your company, turning what should be a happy work environment into a decaying, ill-functioning mess of its former self. And as the virus ails the culture bit by bit, the virus spreads beyond your walls and starts to infect happy customers. (Ever see 28 Days Later?)
For a Small Giant where culture is everything, the deterioration of morale hits exponentially as hard. And when morale goes down…