Part 1: Selecting the Right Candidate for Your Organization: Interviewing

In this reading for this module, section 4.5 includesLinks to an external site.Links to an external site.

site- https://openstax.org/books/principles-management/pages/4-5-corporate-cultures

Amazon and in particular CEO Jeff Bezos as examples of both positive and negative aspects of culture in an organization. One area that comes up frequently in job interviews is questions designed to determine not if the candidate has the right set of work skills, but rather whether or not that person is likely to be a good cultural "fit", as it's called.

Review the various explanations of different types of cultures in this reading, and then watch the Talent on Tap video from LinkedIn:

Video- https://youtu.be/Xf5GmbmxQt8?si=GWyppLhLbTUXdzwK

Part 2: Setting the Tone for Culture from the Beginning: Onboarding

It is important to set expectations for the role and foster a healthy company culture from the beginning. An onboarding process is a structured approach to integrating new employees into an organization, ensuring they understand their role, the company culture, and expectations while providing the tools and support needed for success. Here is a resource for creating an effective onboarding process:

"The Ultimate Guide to Employee Onboarding" by SHRM (Society for Human Resource Management) This resource outlines key components of a successful onboarding process, including:

• Preboarding:Preparing before the employee's first day (e.g., setting up workspace, sending welcome emails, collecting new hire documents).
• Orientation:Welcoming the employee, introducing them to the team, and reviewing the agenda for the day. Explaining company culture, values, and expectations.
• Continued Onboarding and Development - Ongoing Training and Mentorship:Providing job-specific training, assigning mentors, and offering regular check-ins.
  • Source:SHRM Onboarding GuideLinks to an external site.

Objectives

• Identify the connection between organizational cultures and the external environment (CLO2).
• Identify the major characteristics of the manager's job and the roles that managers play in organizations (CLO1, CLO4, CLO5).
• Compare the major ethical principles that can guide individuals and organizations (CLO1, CLO4).
• Explore differences between values-based ethics and compliance in organizations (CLO1, CLO5).
• Apply theories and models of management in designing a personal managerial approach (CLO1, CLO5).

Instructions

• Designing Interview Questions for Culture and Skills: Imagine you are hiring for a role in your organization. Share the role and organization that you selected for this scenario, and think of the relevant interview questions:
  • Head the list of interview questions with the title and organization that this is for. This can be a real or fictitious company.
  • Create 3-4 interview questions that assess technical skills and experience.
  • Create 3-4 interview questions that evaluate qualities such as teamwork, work ethic, critical thinking, and conflict resolution.
  • Explain why you selected these questions and how they align with the culture you want to build. Do you agree with Talent on Tap hosts Pat and Brendan when they state that managers and other hiring authorities need to "rethink hiring for culture fit?"
• Establishing a Strong Onboarding Process (first month): Outline an onboarding process that would set role expectations and help new employees integrate into your organization.
  • Explain how this process reflects your management style and supports a positive work culture.
  • Write what the start date is.
  • Look up new hire and onboarding checklists and create your own on a project management tool, such as Monday.comand provide a screenshot of your itinerary.
    • What to include for the onboarding checklist schedule on Monday.com:
      • Pre-boarding:Look up what forms (new hire paperwork) that employers collect and list them as task items inMonday.comLinks to an external site.. Remember this needs to be collected before or on the first day of work for any new employee.
      • Onboarding:
        • After research, determine what activities and events you would like to have your new hire participate in to be acclimated with the team. This can be anything from introductions, pairing with a mentor, job shadowing, new hire breakfast, etc.
        • Look up typical training topics that new hires have (and any that is good for an industry-specific goal), and list those titles in Monday.com and the dates to complete. Remember to spread out the deadlines thinking about their day-to-day.
      • Explainhow this process reflects your management style and supports a positive work culture.