In Quebec, amid a labour shortage, recruitment is no longer just about finding someone who “can do the job.” It's about finding someone who “clicks” with your team.
Your company values aren't decorations for your website or your lobby. Used well, they become an extremely powerful filter: they attract candidates who share your vision and, just as importantly, they politely discourage those who wouldn't thrive with you.
Here's how to put theory into practice.
1. Avoid the generic: be specific
“Integrity, respect, excellence.” Let's be honest: these words show up at 90% of companies and no longer say much.
- The challenge: What does “respect” actually mean on your production floor or in your offices?
- The solution: Replace vague concepts with observable behaviours. Instead of “Excellence,” say “We always finish what we start.” Share real stories from inside the company to illustrate your point.
2. The values-based interview
A résumé tells you what a candidate can do, but a behavioural interview tells you who they are.
- The technique: Ask questions that make the candidate draw on their experience.
- Example: If “Transparency” is a core value, ask: “Tell me about a time you had to admit a costly mistake to a client or your boss. How did you handle what came next?” The answer will tell you far more than a long speech about honesty.
3. Dare to say what's hard about working with you
Recruitment is like a first date: if you hide your flaws, the disappointment will be brutal a few weeks later.
- The winning approach: Be transparent about your challenges (e.g., intense peak periods, processes in the middle of restructuring, a noisy work environment).
- The advantage: A candidate who chooses to join you with full knowledge of the facts will be far more resilient and engaged than one who was sold an unattainable dream.
4. Culture fit vs. diversity: striking the right balance
Be careful not to confuse “cultural fit” with “copy and paste.”
- The trap: Hiring people who all think the same way or have the same background.
- The vision: You want people who share the same values (e.g., mutual support, ambition) but bring different perspectives. It's this diversity of viewpoints, bound together by shared values, that makes a company innovative.
The real impact: Hiring someone who shares your values drastically reduces the risk of them leaving in the first year.
Recruit for the future
A bad hire is costly, both financially and for team morale. At Industrielle RH, we look beyond technical skills. We dig into your company's DNA to find candidates who will fit in naturally and for the long term.
Ready to build a team aligned with your values? Let us help you find your next star player.