Creating a culture of service

Getting culture fit right is key to business growth and success. It’s essentially the glue that holds an organisation together. Why? Your culture has major impacts on everything from performance to how your business is perceived by your target market. 

When employees share the company’s vision and core values, they collaborate well, they are more productive, and they cultivate a positive atmosphere that your clients will feel.

Not only this, but a strong organisational culture helps you to keep your best talent. When people feel part of a community, rather than just a cog in a wheel, they’re more likely to have higher morale and stay longer. 

In fact, one analysis revealed that employees who fit well with their organisation, coworkers, and supervisor had greater job satisfaction, were more likely to remain with their organisation, and showed superior job performance.

On the other hand, a poor cultural fit can have costly implications on the business. 

The financial costs of a bad hire can really vary depending on the size of the company. But according to the US Department of Labor, this could cost up to 30 percent of that individual’s annual earnings. This factors in costs relating to money spent on training the employee, having to re-advertise for the role, and having to cover the individual’s workload.

And it’s not just financial costs that come with a bad hire. Oh no. It can also have negative impacts on productivity and motivation which, in turn, can actually have a severe impact on your business success.

Over 90 percent of CEOs recognise that a bad hire drags down morale in the company as a whole, and 20 percent of workers say that they’ve lost trust in a manager due to a bad hiring decision.

With this in mind, it’s clear to see just how important assessing cultural fit has become during the recruitment process. But before recruiters can even begin to measure a candidates’ culture fit, it’s important to be able to define and articulate the organisation’s culture – its values, goals, and practices — and then breathe this understanding into the entire hiring process.

Here at HdE TALENT, we truly believe the culture we have cultivated has contributed to our rapidly-growing success. We have a team of like-minded people who are driven by our company values and goals; making sure our clients are looked after, providing value, putting an emphasis on stellar service, and supporting each other while doing so.

So, how do you make culture part of your recruitment process?

When it comes to culture and recruiting, the key ingredients are employee attraction, selection, and retention. Let’s take a look at each of these in more detail.


From the attraction standpoint, company culture is largely centered around the brand image a business cultivates. Those businesses that truly take culture seriously are those that are active in marketing this culture to potential candidates. The reason for doing this is that it will engage those people who will likely thrive in the organisation, while deterring those who would perhaps be more successful working elsewhere. 

A good way to do this would be to weave in your company values, goals, and practices within your job advertisements. Team videos, images, and testimonials are all great techniques to showcase your culture to prospective candidates. Additionally, providing a window into your company culture across your website and social media marketing will give candidates an indication of what it’s like to work at your company.


As well as it being important for candidates to consider whether they would be a good fit for the company, the same can be said for businesses in the search for someone who would fit theirs. 

Asking a few simple questions in the interview will help you to assess culture fit. For example:

  1. What type of culture do you work well in?
  2. What values are you drawn to?
  3. Could you describe your ideal workplace?
  4. Why do you want to work here?

Using these types of questions will enable you to assess the interviewees’ work ethic and style. If you aim to assess culture fit in the interview stage, you will hire professionals who are more likely to thrive in their new roles, drive long-term growth and success for your business by sharing similar values and attitudes, and ultimately save you time, money, and resource.


After you’ve found the perfect candidate that fits into your culture, the next step is to invest in onboarding and retention. Far too often we see companies allocate time and money into talent acquisition for things to spiral downwards because of insufficient investment in retaining them.

Company culture isn’t just something you fabricate in order to attract top talent. It’s something that underlies everything you do, driving growth and setting up your team members for success. 

Just as a building must be maintained and looked after to avoid falling into disrepair, business leaders must drive and reinforce values to maintain a culture of service. This refers to:

  • Continuously educating your team on company values and the overall vision
  • Reviewing and refreshing practices and communication methods to ensure they support the team over time
  • Reward and recognition of top service performers to reinforce the message

Creating a culture of service — with expert help

When it comes to hiring for culture fit, the key is understanding your company culture and the employees you need. With years of experience in the digital-technology job market, HdE TALENT knows what it takes for companies to find the right candidate fit to level up. If you want to find employees that amplify your company culture, get in touch with one of our team members today.