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Hiring Based on Merits, Experience, or Organisational Culture.

Egbert Schram was recently a guest speaker on Goodmorning BSN! a weekly Zoom event hosted by BSN every Tuesday morning, where industry leaders share their insights. As the CEO of Hofstede Insights, Egbert brings a wealth of hands-on expertise in the realm of organisational culture. In
this article, we’ll delve into the valuable insights he shared on the new recruitment criteria for change.

Traditional Recruitment Challenges in Nigeria”

Traditional hiring in Nigeria places heavy emphasis on resumes, qualifications, and formal credentials, leading to various issues.
Relying solely on these factors can miss out on exceptional candidates with skills not well-documented. This approach can limit diversity and overlook unique talents that could greatly benefit the organization.
Furthermore, the slow and cumbersome nature of traditional recruitment can cause extended job vacancies, disrupt business operations and hinder growth.

In Nigeria, traditional recruitment often neglects the vital aspect of aligning candidates with an organization’s culture and values. This omission can result in mismatches, leading to decreased employee morale, higher turnover, and reduced productivity. In today’s competitive job
market, attracting and retaining top talent goes beyond qualifications; it involves ensuring candidates blend into the company’s culture and share its vision. Forward-thinking companies are now adopting a
holistic, data-driven approach that considers merits, experience, and organizational culture for well-rounded hiring decisions.

The Impact of Culture on Recruitment

In Nigeria, culture plays a crucial role in the recruitment process, greatly affecting an organization’s ability to attract and retain top talent. A company’s culture can either draw candidates in or push them
away. Job seekers now prioritize cultural alignment when considering potential employers. Companies with vibrant, inclusive, and supportive cultures tend to engage and satisfy employees better. On the contrary,
if a company’s culture is perceived as negative, exclusive, or conflicting with a candidate’s values, it can deter even highly qualified applicants, making recruitment more challenging.

Culture’s impact is felt throughout the recruitment process in Nigeria, from crafting job descriptions to conducting interviews and facilitating onboarding. Job postings and branding materials must authentically represent the company’s culture to attract like-minded candidates.
During interviews, recruiters evaluate not only qualifications but also the candidate’s fit with the existing team and culture. A strong culture streamlines onboarding, enabling new hires to integrate smoothly and
become productive quickly. Therefore, recognizing the profound influence of culture is essential for Nigerian companies aiming to attract top talent and nurture a cohesive, high-performing team.

Aligning Team Culture with Organisational Culture

In Nigeria, aligning team culture with the overarching organizational culture is vital for success. While a company’s culture establishes its values, individual teams may develop unique subcultures within larger
organizations. Leaders need to bridge gaps and ensure team values align with the company’s mission.

This alignment boosts employee engagement, and teamwork, and helps achieve organizational goals. Effective communication, comprehensive training, and continuous assessment are key to maintaining harmony between team and organizational culture.

Personalized Onboarding

Personalizing the onboarding process is a strategic approach that caters to the unique needs and preferences of Nigerian employees. Recognizing that each new hire brings distinct experiences and expectations, personalization aims to make onboarding more relevant and effective.

This involves assessing or interviewing new employees to understand their cultural fit, prior experiences, and specific goals within the organization. Customizing the onboarding experience enhances the new
hire’s sense of belonging, leading to quicker productivity and long-term retention.

In Nigeria, personalized onboarding may include tailored training modules, mentorship programs, or addressing specific cultural or language requirements. For example, a multinational company might offer
language courses to a foreign employee relocating to Nigeria. This not only eases the transition but also demonstrates the organization’s commitment to diversity and inclusion. Personalization communicates that the organization values its employees as unique individuals and invests in their growth and success, contributing to a more engaged and loyal workforce.

Recruiting for Change

In Nigeria, recruiting for change means adopting a forward-thinking approach to finding candidates who can drive innovation and adaptability in organizations.

As businesses in Nigeria face a rapidly evolving landscape, there’s a growing need for individuals who can challenge the status quo and bring fresh ideas. These candidates possess skills like risk-taking, an entrepreneurial mindset, and adaptability to navigate uncertainties. Even unconventional qualities, such as disruptive thinking or less emphasis on emotional intelligence, are seen as valuable assets when recruiting for change.

This approach shifts from traditional hiring based solely on qualifications or experience. Instead, it focuses on identifying candidates who can introduce innovation and help organizations thrive in changing markets. Change is inevitable, and Nigerian companies need proactive, change-oriented individuals to remain competitive and resilient. By adopting this approach, Nigerian companies can foster a culture of innovation and transformation, staying ahead in their industries and effectively responding to market changes.

In Nigerian hiring, a balance between qualifications, experience, and cultural fit is essential to build high-performing teams. Organisational culture also plays a vital role in impacting recruitment and talent
retention. As Nigerian businesses evolve, recognizing these aspects drives successful hiring and supports organizational growth.