Manager shaking hands of an applicant


Finding the right people who suit the company’s culture is key to success, turning potential into performance. The task, however, poses significant challenges, especially for smaller businesses. In this article, we will explore various strategies and methodologies that are carefully crafted to help you find the right personnel who align with your business values. In addition, we will explore the importance of remote work and how it can provide unique benefits to your hiring efforts. 

Identify Your Company’s Culture and Values 

The first step in hiring the right people is to establish the values and culture of your organization. This will assist you in determining the type of individuals who would be a good match for your organization. Begin by defining your business without using buzzwords or jargon. Consider this as your company’s dating profile: It needs charm and character. This will allow you to attract individuals who share your company’s values and culture. 

Here are some suggested steps to describe your company’s culture and values:   

    1. Find Your Core Values: Write down the values that are in line with your mission, vision, and goals. Some examples are innovation, respect, sustainability, inclusivity, kindness, equality, and transparency.


    2. Involve the Leadership Team: Work with leaders to define values, which will help everyone in the company understand them and communicate clearly. 


    3. Teach Values to New Employees: When you hire new people, you should teach them about your company’s values and why they’re important.


    4. Emphasize values in all communications: Values should be discussed regularly in business meetings and through newsletters, social media, and other channels.   


    5. Recognize Employees Who Go Above and Beyond: Honor and reward employees who live up to your company’s standards.  


    6. Regularly Check the Company Culture: Use surveys and comments from employees to check the culture of your company, find ways to make it better, and make sure everyone sticks to the company’s values.  


    7. Values Should Change as the Company Does: Be adaptable and change your values as your company grows so that you can keep a current and helpful culture. 

      It is possible to build a distinct business culture and set of values by following these steps, which will result in the creation of a good working environment that is able to attract and keep the best talent.  

Evaluating Person-Organization Fit 

A person’s values, goals, and work style should align with a business. This is called person-organization (P-O) fit, which involves evaluating the compatibility between an individual and an organization 

Evaluating Person-Organization Fit

Hiring for P-O fit can help you get employees more involved and productive, keep them from leaving, and get better hires.  

Here are some common approaches: 

  1. Interviews 
  2. Surveys 
  3. Observation 
  4. Onboarding Process 

To assure P-O fit, you can write job postings that attract applicants, ensure your pre-selection process is correct, invite candidates to the office, improve your interview process, work on creating the company culture you want, use surveys and exit interviews to assess how well P-O fit is working, and get your message out there. 

Organizational Structure and Hiring   

Long-term growth depends heavily on the organizational framework and how it affects individuals’ collaboration. On their first day, new employees ask questions like “Where do I belong? ” ” Who’s on my team? ” and ” Whom do I report to?” A well-defined organizational structure assists them in determining this.  

Set up the company’s structure as a dynamic roadmap for smart hiring and strong growth. Strategic hiring decisions help new hires succeed and establish the company’s growth trajectory. 

  1. Functional Structure: Seen in companies like Amazon and Starbucks, this aligns with specific job functions such as marketing, finance, and operations. 
  2. Team-Based Structure: Found in tech giants like Apple, Cisco, and Google, employees work in agile teams on particular projects or tasks. 
  3. Network Structure: Extending beyond internal boundaries involves collaboration across multiple organizations to achieve common goals through external partnerships. 
  4. Decentralized Structure: Johnson & Johnson pioneered this approach, empowering individual business units to operate independently and fostering a culture of autonomy. 
  5. Hierarchical Structure: A traditional top-down pyramid structure with distinct levels of authority featuring top-level executives at the top and employees at the base. 
  6. Flat Structure: Characterized by minimal middle management levels, fostering a collaborative and agile organizational culture. 
  7. Matrix Structure: Blending functional and project-based structures, this approach, common in project-centric organizations, involves employees reporting to multiple managers for adaptability. 

These examples demonstrate diverse organizational structures, each with its advantages and considerations.  

For long-term success and the ability to adapt to a business world that is always changing, it is important to understand and align the organizational framework with strategic goals. 

Internal promotion or External Hiring? 

Recruitment selection

The decision to hire from outside or promote from within in talent management is crucial to one’s business strategy. Promoting people from within can be an effective technique for assuring a tailored match for organizational needs, boosting morale, and maintaining vital institutional knowledge. Not to add that it is frequently a less expensive option than hiring externally. 

However, the path to internal promotion is not without obstacles. While maintaining a sense of continuity, it may result in new vacancies and potential competition, which may harm future team dynamics. 

According to Bureau of Labor Statistics and Census data, 95% of all hiring is done to fill vacant positions. Most of those jobs are due to employee resignations. According to LinkedIn statistics, professional development is the primary reason employees hunt for work elsewhere. This is related to companies not advertising to fill open positions.  

Thus, poor retention is the core reason for most hiring decisions. 

Here’s one simple way to fix that: remote work. 

Find People That Fit Your Culture Through Remote Work 

Remote work has become increasingly prevalent, making it essential for companies to assess and hire remote culture fit. 

Remote work, often known as telecommuting or work-from-home (WFH), is the practice of having employees fulfill their job tasks from a place other than the employer’s head office. 

Ensuring cultural fit when hiring remotely promotes employee satisfaction, retention, and productivity. 

To achieve this, companies should define their culture, communicate it to candidates, and refine their remote hiring process, for example, by using video interviews to assess a candidate’s personality and fit. 

Additionally, it’s crucial to determine cultural fit remotely and maintain culture with remote employees to ensure consistency and alignment across the organization. 

Businesses focusing on remote staffing solutions can help individuals find remote jobs with a great cultural fit. 

Optimize Remote Work in the Philippines for a Perfect Fit 

The Philippines has established itself as a leading destination for remote work, offshoring, and outsourcing, providing firms with numerous benefits. With a large English-speaking talent pool, the country’s dedication to English competence from an early age provides a strong workforce that is fluent in the language. 

The country’s economic and political relations with Western nations, particularly the United States and Europe, promote cultural alignment. Because of these strong links, both cultural and professional ties are strengthened. This makes the Philippines a desirable place for Western companies for remote talent. People who speak the same language, share the same culture, and have past ties can work together and talk to each other more easily. Basically, the Philippines is a great place for Western companies that want to do operations abroad and need business solutions that work well. 

Why Partner with iSWerk for the Right Fit  

iSWerk is a leading remote staffing partner dedicated to connecting businesses with top-tier talent in the Philippines.  

iSWerk focuses on building culturally aligned teams, and its commitment to quality and professionalism makes it an ideal partner for remote teams. 

They also have a proven track record of success in offshoring through iSupport Worldwide, with a team of experienced professionals who can provide businesses with the necessary support and guidance. 

Partnering with iSWerk provides access to knowledge in cultural alignment, talent acquisition, and effective personnel management, ensuring that your company finds the best fit. 

Final Thoughts 

Finding the perfect fit for the organization and the individual is crucial because hiring is a two-way process.   

Considering remote work choices to find people who fit in with your corporate culture? 

Click here to explore a no-obligation consultation and discover if iSWerk can connect you with individuals perfectly aligned with your company’s values.