Recruitment Process at Profil Software: How do we search for Individuals who fit our Organizational Culture

Introduction to Organizational Culture

Organizational culture may be a challenging concept to grasp, but its significance cannot be overstated. It plays a pivotal role in shaping the identity of a company, influencing its success, and distinguishing it in a competitive market. Properly cultivated and nurtured, organizational culture can be a driving force for growth, unity, and prosperity within the organization.

Organizational culture, while intangible and challenging to define, serves numerous vital functions. It helps in comprehending the company’s mission, strategy, and core objectives, fostering employee integration and increasing team engagement.

Additionally, it drives the dynamic process of implementing changes, standardizes the language and jargon used within the organization, and helps set boundaries and criteria for admitting new members to the group.

Organizational culture is shaped by a variety of key elements that influence a company’s success in profound ways. By understanding and harnessing these elements, we can create a thriving and consistent culture. In this article, I will explore the essential components of organizational culture and delve into our recruitment process which allows us to identify suitable people.

The question arises: Why is organizational culture so crucial for a company’s success?

The first benefit is the attraction of suitable candidates. While this might not be the main focus of daily operations, most managers recognize that hiring the right employee is a significant success and long-term investment. Individuals who share the company’s values and demonstrate specific behaviors are more likely to integrate seamlessly into the team and align their work with the organization’s best practices.

For example, onboarding (which is one of the most crucial elements of organizational culture) conducted with a focus on the individual and their identity translated into higher satisfaction among new employees and resulted in almost 70% lower turnover within the first 6 months of employment.

The second benefit is the financial aspect. Organizational culture defines the company’s goals and the means to achieve them. It is well-established that having a specific goal in mind leads to better results.

One of our priorities at work is to nurture relationships with our clients, as we are aware of how crucial the engagement of both parties is in the workplace. According to research, with employees well-matched to the organization, customer engagement in collaboration increases by up to 63%. This translates into successful business relationships as well as profit growth.

Key Elements of Organizational Culture

1. Company Values and Mission: The Archetype

A company’s values and mission are the foundation of organizational culture. These elements form the archetype that guides the organization. They represent the fundamental principles and goals that the company upholds. When defining our employer branding strategy, we managed to identify the following archetypes for Profil Software: The Caregiver, The Magician, The Companion, The Explorer, and The Jester.

For instance, spending time together may signify a commitment to fostering a diverse and inclusive environment (The Caregiver & The Companion) , while a focus on helping others (The Caregiver) demonstrates innovation (The Explorer) and a touch of magic and also a little bit of fun (the Magician & the Jester).

Flexibility and individualized approaches reflect a sense of belonging, while a priority on safety and stability may embody acceptance and exploration. This sense of belonging and communication further solidify the company’s culture.

In everyday life at Profil Software, this translates into fostering team integration by organizing monthly team-building events, during which we spend time together engaging in various activities (such as Escape Rooms, bowling, team-building retreats and more).

In an effort to support diversity while acknowledging individuality among employees, we pay attention to the individual professional development of each team member and offer solutions tailored to their specific needs. For this purpose, the HR team conducts quarterly 1:1 sessions, allowing a focus on individual needs and growth.

2. Norms and Rules: Defining the Operating Principles

The culture is also defined by the norms, rules, and behaviors expected of employees. This encompasses how the organization establishes these operating principles. Each company has its unique set of characteristic rules, and it’s important to address how the organization responds when these rules are violated.

The set of principles by which we operate can be found in the ‘Code of Conduct’ document, outlining the main working guidelines at Profil Software. From there, we learn about rules related to remote work (e.g., availability on Slack or by phone is required), working hours (we start between 7 and 10, and the workday lasts for 8 hours), and communication practices (ensuring high-quality communication with clients by paying attention to having the camera on during meetings and maintaining a smoothly functioning internet connection).

3. Workplace Climate and Atmosphere: The Vibe and Well-being

The workplace climate and atmosphere significantly influence organizational culture. Employees’ perception of the workplace vibe, as conveyed through one-on-one interactions, can be a powerful indicator of the culture. A welcoming office environment is one that supports well-being and offers relaxation areas.

The office space at Profil Software fosters both efficient work and relaxation, acknowledging the undeniable need for mental rejuvenation during intellectual work. Throughout the day, each employee can make use of the Fun Room to engage in activities such as playing billiards, Xbox games, or board games together. If one desires a quiet break to relax, the Chill Room awaits with comfortable sofas and lounge chairs

Recruitment Process

In the quest for assembling a team that seamlessly integrates with our organizational culture, a well-structured recruitment process plays a pivotal role. Identifying and selecting candidates who exhibit the desired qualities and skills, followed by conducting effective interviews, are critical steps in this journey. Below are the key stages of our recruitment process designed to ensure cultural compatibility:

1. Identifying Qualities and Skills

Based on conducted recruitment processes and observations of what works best, we have identified the skills and competencies that hold the utmost significance for us:

• Collaborative Mindset: Assessing a candidate’s willingness to work in a team-oriented environment and their ability to communicate and cooperate effectively. We typically work in teams at Profil Software, but there are also several individuals on the client side with whom we closely collaborate. Therefore, a team-oriented mindset is a necessary condition for fitting into our organizational culture.
• Adaptability: Evaluating a candidate’s flexibility and openness to change, as organizations with strong cultures often require adaptability from their employees. Working on projects is dynamic, much like our interactions with clients. We value employees who can navigate sudden, unpredictable situations and derive benefit from them.
• Communication Skills: Assessing a candidate’s ability to communicate clearly and collaborate with colleagues and clients. In addition to technical skills, which are undeniably crucial among candidates/employees, we also pay attention to soft skills. We prioritize smooth and clear communication within the entire team.

2. Selecting Recruitment Tools

Throughout every recruitment process, we utilize recruitment tools that assist us in identifying the desired competencies and skills. In the initial stage, our focus is on screening (a phone/online interview during which we aim to get to know the potential candidate by inquiring about their professional background and expectations regarding the new position).

• Screening Questions: We utilize specific questions during initial interviews to gauge how well a candidate would fit into the organization’s culture. For example, we inquire about their comfort with a startup-like atmosphere characterized by flat hierarchies and direct client interactions.
• Relevant Experience: We pay attention to a candidate’s previous work experiences and how they describe their past workplaces, especially if they have a history of thriving in a similar cultural setting.

3. Candidate Interviews

Conducting effective interviews is a crucial step in assessing cultural fit. Here are some sample questions that help us evaluate a candidate’s alignment with our organization’s culture:

• “How do you feel about working in a startup-style atmosphere, with a flat organizational structure and direct interaction with clients and the team?”
• “Can you share an example of a time when you successfully collaborated with a diverse group of colleagues to achieve a common goal?”
• “How do you handle change and adapt to new situations in the workplace?”
• “Tell me about a situation where your communication skills played a significant role in a project’s success.”

4. Technical Interview/ Livecoding

After successfully passing the screening stage, the candidate is invited to the technical segment of the recruitment process. In this phase, a discussion with the Tech Lead takes place, aimed at assessing both theoretical and practical knowledge. Through such conversations, we can ascertain the candidate’s level of technical expertise, as well as evaluate their communication skills, collaborative abilities, and openness to change.

Through these well-defined steps, we aim to ensure that our new hires seamlessly integrate into our organizational culture, contributing to a harmonious and productive work environment. Aligning recruitment with organizational culture is essential for building a cohesive and successful team. Identifying the right qualities and skills, using effective recruitment tools, conducting insightful interviews, and providing a robust onboarding process are key elements in ensuring that new employees seamlessly integrate into the company’s culture. This, in turn, contributes to a thriving and harmonious work environment.

Summary

This article has shed light on our incredibly important organizational culture, which is the heart of Profil Software. I wanted to share what makes our company unique and the values that underpin our success.

The organizational culture at Profil Software is not just an abstract concept but a philosophy that influences every aspect of our daily work. Our values, such as care, magic, companionship, exploration, and fun, shape our identity. These guiding values, embodied by archetypes, help us create a work environment where every employee can find their place.

I believe that our organizational culture is crucial to our success, both in attracting new talent and maintaining strong relationships with clients. An example is our meticulous recruitment process, which assesses candidates’ skills and their fit with our culture. After the screening stage, candidates meet with our Tech Lead, allowing us to evaluate not only their technical knowledge but also their communication skills, readiness to collaborate, and openness to change.

We take pride in creating space not only for effective work but also for relaxation and team integration. We offer not just job positions but also opportunities for professional development tailored to each individual’s needs.