15 Key Factors To Remember When Aligning New Talent With Company Mission And Values

Post written by

Expert Panel, Forbes Human Resources Council

Successful HR executives from Forbes Human Resources Council offer leadership and management insights.

Forbes Human Resources Council to share their insight on the topic. Here’s what they had to say.

Photos courtesy of the individual members.

1. Communication Of Values And Mission

HR's task is to make sure the values and mission are already communicated during the hiring process. They should be one of the main reasons the new employee joins the company. After that, values and mission need to be able to be experienced. This is not only a job for HR but for everyone in the company. - Reinhard Guggenberger, FalconStor

2. Transparency And Clarity

Transparency and clarity of top company vision, mission, values and goals are critical. Everyone needs to have clarity of what's most important to focus on, both on the work they perform, and on the values and behaviors that are most valued as an organization. When everyone understands what needs to be accomplished, and what behaviors are accepted, it is much easier for them to succeed! - Diane Strohfus, Betterworks.com

3. Manager Alignment

Business values and mission statements are the driving force of the culture and growth of the company. It's crucial to incorporate the company values not only when the new talent is hired, but also during the hiring process, to check that both candidate and company are a good fit. One key factor for HR teams to align company values and mission is to introduce them via the hiring manager instead of onboarding resources. - Sandeep Purwar, Bevov, Inc

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Purpose

HR teams should start the alignment before the employees' first day. How you represent your values and mission in the marketplace is what attracts the right talent to your business. Be clear about the impact your organization is making and how it ties back to each individual, regardless of the roles they are in, and it will create an employee journey that connects the dots and provides ongoing clarity. - Shelli Nelson, Madison Industries

5. Employee Experience

The employee experience often relates to the technology used to collaborate with team members. To align your employees with the mission and values of the organization, think about the collaboration tools they need, such as video conferencing, cloud services, survey tools or project management software. Make sure the tools are current and fulfill their needs so they stay engaged. - Cameron Bishop, SkillPath

6. Larger Business Goals

One key factor all HR teams should keep in mind when trying to align new talent with the business values and mission is to explain how the employee value proposition is connected. New talent needs to understand how their contributions have an impact on the overarching strategic goals by having the accepted business values demonstrated through the employee experience. - Sherry Martin, OmniTRAX

7. Employees' Own Personal Missions

It's always important to explain the spirit of what the organization is aiming to achieve and why those specific values were selected for getting there. Make it personal by getting new hires to draft their own personal mission statements that tie into the organization's bottom line, and selecting three or four core company values they believe will help them the most on their journey with the company. - Candice McGlen, The Rinker Group

8. Diversity, Not Conformity

The best gift new talent can bring to company values and mission is the diversity of thought and action -- those new ideas which will challenge paradigms and status quo. When trying to align new talent, care must be exercised to preserve the unique strengths and not overwrite them with a fixed way of thinking. New talent can help build a bridge between a company's past and the future. - Vineet Gambhir, Summit Partners

9. Cultural Immersion

Aligning new hires to a company starts by sharing the company's mission and values in an interesting and memorable way. This will immerse new staff in the culture and emphasize the importance of their role. In doing so, companies must be transparent about what they do well and their areas for improvement. They also must show new hires that their mission and values are more than words on paper. - Kathleen Duffy, Duffy Group, Inc.

10. Tangible Examples Of Values And Mission

When training new team members on your business’s culture, be sure to cite tangible examples where workers demonstrated your values and mission. You want to provide specific behaviors or actions that model the attributes you want. That way, you translate what can be abstract concepts like integrity, reliability, offering excellent customer support or other such values, into real‑world applications. - Genine Wilson, Kelly Services

11. Employer Brand

HR can’t expect new hires to adhere to the company’s values and mission statement simply because they’re told to do so. They should have good reason before they even start the application process. Companies should convey their values and mission through their employer brand, which should be communicated on their website and social media pages in order to attract those with similar values. - John Feldmann, Insperity

12. Employee Career Drivers

HR teams need to identify what people really want from their careers. What motivates their decisions and what do they value? Help uncover employees' career drivers and use them to guide career conversations, including goal-setting, skill development and alignment to your values and mission. This can also help create a more fulfilling work environment. - Jeff Weber, Instructure

13. Each Person's Role In Success

A business is a group of unique people working toward the same goals -- we’re in this together and we care for one another. Show new talent how the values and mission support them and their colleagues, and how every person matters for success. Think about it in reverse: The mindset leads to the goals -- the goals shouldn’t define the mindset. Values unite us, and we succeed together as one family. - Vivian Maza, Ultimate Software

14. Connecting The Dots

Everyone needs to know how to connect the dots from their own contribution to the company’s goals. Clearly communicating the company’s mission, vision, values and associated goals and objectives, is critical to success and attaining alignment across all teams. - Charles Ashworth, Copper

15. Multiple Touch Points

Create an onboarding program with multiple touch points. Ideally, it should start with your interview process and extend at least through the first 90 days. Your written material and emails should reference your values and mission, employees should weave them into conversations and you should recognize and reward those exhibiting your values. - Sherrie Suski, Tricon American Homes

">

Talented employees are rare, but because of this, the talented ones should be cherished. Putting them to work in a way that benefits the company isn't just about assigning them to the best position for their skills. It goes deeper than that.

Human resources teams need to approach the problem holistically. Not only does the employee need to be a good fit regarding their talent, but they should embody the vision and mission of the business as well. Aligning these factors will make it less likely that the employee will consider leaving anytime soon.

For HR teams that want to learn about aligning talent with business vision and mission, we asked 15 members of Forbes Human Resources Council to share their insight on the topic. Here’s what they had to say.

Photos courtesy of the individual members.

1. Communication Of Values And Mission

HR's task is to make sure the values and mission are already communicated during the hiring process. They should be one of the main reasons the new employee joins the company. After that, values and mission need to be able to be experienced. This is not only a job for HR but for everyone in the company. - Reinhard Guggenberger, FalconStor

2. Transparency And Clarity

Transparency and clarity of top company vision, mission, values and goals are critical. Everyone needs to have clarity of what's most important to focus on, both on the work they perform, and on the values and behaviors that are most valued as an organization. When everyone understands what needs to be accomplished, and what behaviors are accepted, it is much easier for them to succeed! - Diane Strohfus, Betterworks.com

3. Manager Alignment

Business values and mission statements are the driving force of the culture and growth of the company. It's crucial to incorporate the company values not only when the new talent is hired, but also during the hiring process, to check that both candidate and company are a good fit. One key factor for HR teams to align company values and mission is to introduce them via the hiring manager instead of onboarding resources. - Sandeep Purwar, Bevov, Inc

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Purpose

HR teams should start the alignment before the employees' first day. How you represent your values and mission in the marketplace is what attracts the right talent to your business. Be clear about the impact your organization is making and how it ties back to each individual, regardless of the roles they are in, and it will create an employee journey that connects the dots and provides ongoing clarity. - Shelli Nelson, Madison Industries

5. Employee Experience

The employee experience often relates to the technology used to collaborate with team members. To align your employees with the mission and values of the organization, think about the collaboration tools they need, such as video conferencing, cloud services, survey tools or project management software. Make sure the tools are current and fulfill their needs so they stay engaged. - Cameron Bishop, SkillPath

6. Larger Business Goals

One key factor all HR teams should keep in mind when trying to align new talent with the business values and mission is to explain how the employee value proposition is connected. New talent needs to understand how their contributions have an impact on the overarching strategic goals by having the accepted business values demonstrated through the employee experience. - Sherry Martin, OmniTRAX

7. Employees' Own Personal Missions

It's always important to explain the spirit of what the organization is aiming to achieve and why those specific values were selected for getting there. Make it personal by getting new hires to draft their own personal mission statements that tie into the organization's bottom line, and selecting three or four core company values they believe will help them the most on their journey with the company. - Candice McGlen, The Rinker Group

8. Diversity, Not Conformity

The best gift new talent can bring to company values and mission is the diversity of thought and action -- those new ideas which will challenge paradigms and status quo. When trying to align new talent, care must be exercised to preserve the unique strengths and not overwrite them with a fixed way of thinking. New talent can help build a bridge between a company's past and the future. - Vineet Gambhir, Summit Partners

9. Cultural Immersion

Aligning new hires to a company starts by sharing the company's mission and values in an interesting and memorable way. This will immerse new staff in the culture and emphasize the importance of their role. In doing so, companies must be transparent about what they do well and their areas for improvement. They also must show new hires that their mission and values are more than words on paper. - Kathleen Duffy, Duffy Group, Inc.

10. Tangible Examples Of Values And Mission

When training new team members on your business’s culture, be sure to cite tangible examples where workers demonstrated your values and mission. You want to provide specific behaviors or actions that model the attributes you want. That way, you translate what can be abstract concepts like integrity, reliability, offering excellent customer support or other such values, into real‑world applications. - Genine Wilson, Kelly Services

11. Employer Brand

HR can’t expect new hires to adhere to the company’s values and mission statement simply because they’re told to do so. They should have good reason before they even start the application process. Companies should convey their values and mission through their employer brand, which should be communicated on their website and social media pages in order to attract those with similar values. - John Feldmann, Insperity

12. Employee Career Drivers

HR teams need to identify what people really want from their careers. What motivates their decisions and what do they value? Help uncover employees' career drivers and use them to guide career conversations, including goal-setting, skill development and alignment to your values and mission. This can also help create a more fulfilling work environment. - Jeff Weber, Instructure

13. Each Person's Role In Success

A business is a group of unique people working toward the same goals -- we’re in this together and we care for one another. Show new talent how the values and mission support them and their colleagues, and how every person matters for success. Think about it in reverse: The mindset leads to the goals -- the goals shouldn’t define the mindset. Values unite us, and we succeed together as one family. - Vivian Maza, Ultimate Software

14. Connecting The Dots

Everyone needs to know how to connect the dots from their own contribution to the company’s goals. Clearly communicating the company’s mission, vision, values and associated goals and objectives, is critical to success and attaining alignment across all teams. - Charles Ashworth, Copper

15. Multiple Touch Points

Create an onboarding program with multiple touch points. Ideally, it should start with your interview process and extend at least through the first 90 days. Your written material and emails should reference your values and mission, employees should weave them into conversations and you should recognize and reward those exhibiting your values. - Sherrie Suski, Tricon American Homes

Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify a...