Companies hire workers in different ways depending on what they’re looking for. When a company chooses a hiring strategy, they’re typically picking one that is in line with the company’s goals. Each strategy has its own strengths and shortcomings.
When you’re applying for a job, it’s important to know the company culture that you’re getting yourself into. Different companies value employees in different ways, and a company’s hiring strategy reveals a lot about how an employee will fit in the workplace environment.
For anybody looking for a job, here’s a breakdown of some of the different hiring strategies you can expect from companies.
The “Rock Star” employee strategy
Some employees devote their primary focus to searching for “Rock Star” employees. These are employees who show exceptional levels of talent, ambition and performance.
However, devoting all your energy to a rock-star hunt may not be the best strategy. Companies who have done so have seen setbacks from internal rivalries. Plus, companies who choose only based on talent miss whether their employees have values consistent with company culture. Star employees who don’t fit in value-wise tend not to last very long before moving to a different company that is in line with their goals.
Some companies run their business with a strict, authoritarian culture. These companies care about nothing but cold results, weighing their corporate design above all else.
Companies with authoritarian cultures lay down their rule with an iron fist. While they may not be fun places to work, some of these companies find success in devoting all of their resources toward corporate advantage. This culture permeates through hiring strategy, as the motive for how to choose an employee will be less on how well the employee will fit in, and more on cost-effectiveness and efficiency.
The engineering strategy
Another way that companies will focus their hiring is by looking for employees that are able to accomplish a specific set of technical tasks. For instance, a design firm might consider only hiring designers in order to maximize their output and the quality of their products.
This works great from a technical standpoint, as product quality is likely to be improved when it’s prioritized so highly. But while this strategy may lead to a strong skillset in one area, it can inevitably lead to a lack of skills in other important, essential areas required for business success. So, if the company ever has to switch focus, or if there are other product needs that have to be addressed, a sole emphasis on technical skill can sometimes be detrimental.
The commitment strategy
Some companies will look for cultural fit above all else. This means picking a candidate based on how well they will fit into company culture instead of focusing on their skill level. In the entrepreneurial scene, this has become a popular trend. By prioritizing an employee’s vision, values and passion in the hiring strategy, the employer is more likely to have an employee that works well with their team.
However, cultural fit has been met with criticism, as it can potentially lead to groupthink. Challenging others’ ideas and providing different viewpoints is a proven method of improving quality when done right. But emphasizing cultural fit means forcing everyone to be in line with the company’s views, which can make employees blind to market changes and potential problems.
Successful companies take on a balance of each of these factors when they look for employees. Different companies have different priorities, and the factors they choose to prioritize within the hiring process depends on their workplace goals. At the end of the day, looking at a company’s hiring strategy is a great way to obtain an idea of how well you’ll fit in as an employee.
Have something to add to this story? Comment below or join the discussion on Facebook.
Header image: Adobe Stock