{"id":18364,"date":"2025-08-06T08:33:26","date_gmt":"2025-08-06T12:33:26","guid":{"rendered":"https:\/\/www.strategiespme.com\/filling-a-position-or-building-a-team-rethinking-recruitment-as-a-lever-for-culture\/"},"modified":"2025-08-12T13:40:18","modified_gmt":"2025-08-12T17:40:18","slug":"filling-a-position-or-building-a-team-rethinking-recruitment-as-a-lever-for-culture","status":"publish","type":"post","link":"https:\/\/www.strategiespme.com\/en\/filling-a-position-or-building-a-team-rethinking-recruitment-as-a-lever-for-culture\/","title":{"rendered":"Filling a position or building a team? Rethinking recruitment as a lever for culture"},"content":{"rendered":"\t\t
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In most SMEs, recruitment is still seen as a management reflex: you fill a need. Someone leaves, so you post the job. A contract is signed, so you add a resource. And very often, you look for someone who can do the job, quickly. But by recruiting in emergency mode, you lose sight of something essential: every hire is an opportunity to shape the company’s culture. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Recruitment: a strategic decision, not just an operational one<\/strong><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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An SME is not an impersonal ecosystem. It is an organization where human relationships, ways of doing things, modes of communication, and individual attitudes shape everyday life. In this context, the arrival of a new person inevitably transforms the collective dynamic. <\/p>

Recruiting is not just about \u201creplacing a pair of hands.\u201d It\u2019s about choosing: <\/p>

\u2022 What type of behavior do we want to promote?
\u2022 What style of collaboration do we want to encourage?
\u2022 What pace, energy, and level of autonomy are we willing to integrate?<\/p>

And too often, these aspects are not discussed beforehand. The focus is on technical skills or experience, in the hope that the rest will work out. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Hire in line with your culture or create a new one?<\/strong><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Every company has a culture, even if it is not named. It is reflected in: <\/p>

\u2022 How people are welcomed
\u2022 The relationship with time, stress, and hierarchy
\u2022 The importance given to autonomy, initiative, and decision-making
\u2022 How feedback is given, tensions are celebrated or managed<\/p>

If we don’t take the time to think about this culture, we risk recruiting people who don’t identify with it or who, despite themselves, will dilute or disrupt it.<\/p>

But the opposite is also true: you can also choose to recruit in order to change the culture. For example, if the team lacks agility, you can look for someone who brings a fresh perspective. If collaboration is lacking, you will prioritize a unifying profile. This choice must be intentional. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Before posting, ask yourself the right questions<\/strong><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Here are some simple but strategic questions to ask yourself before starting a recruitment process:<\/p>

\u2022 What do we really expect from this person, beyond their job duties?
\u2022 What do we value (or want to value more) in our team culture?
\u2022 Is our manager or team ready to welcome someone with a different profile?
\u2022 Does the way we do things reflect what we want to attract?<\/p>

Recruiting with the team in mind means thinking about the medium and long term, rather than reacting to short-term needs.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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The role of the manager: at the heart of consistency<\/strong><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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In an SME, managers play a central role in the employee experience. They are the ones who: <\/p>

\u2022 Communicate expectations
\u2022 Give meaning to work
\u2022 Create a positive working environment<\/p>

But their involvement in recruitment is sometimes too late or too technical. They are consulted to \u201cvalidate a resume\u201d or \u201cconduct the interview,\u201d without taking the time to align cultural intentions. <\/p>

The best hiring decisions are made when managers are involved from the outset in defining the need: to identify team issues, specify the desired behavioral skills, and clarify the onboarding framework.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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From recruitment to integration: maintaining consistency<\/strong><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Recruiting someone who fits the desired culture is good. But you still need to offer them a consistent environment from the moment they arrive. <\/p>

Successful integration is not a PowerPoint presentation and a tour of the offices. It is: <\/p>

\u2022 Establish human contact from the very beginning
\u2022 Provide clear guidelines on expected behavior
\u2022 Address cultural \u201cunspoken rules\u201d (e.g., how we communicate, how we make decisions)
\u2022 Provide a space for asking questions without judgment<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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In conclusion: hiring means building, not just filling positions.<\/strong><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Each hire is an opportunity to:<\/p>

\u2022 Reinforce what works well in your corporate culture
\u2022 Correct imbalances in your team dynamics
\u2022 Bring your values to life in a concrete way<\/p>

And in an SME, every person counts twice.<\/p>

Rethinking recruitment as a cultural lever means shifting from an operational reflex to a strategic approach. It also means offering your new talent a framework in which they can thrive over the long term. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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By Nadia Bourgeois<\/strong>
ORA Partenaires<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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In a context where labor shortages and inflation are weighing heavily on organizations, building a strong employer brand is essential for attracting, retaining, and engaging talent. However, it can seem particularly difficult to tackle this task when the organization is experiencing major internal difficulties. After all, such a project can often seem less urgent than others. So the question arises: how can you build your employer brand when everything is going wrong? <\/p>\n","protected":false},"author":604,"featured_media":18110,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":"","_members_access_role":[],"_members_access_error":""},"categories":[1],"tags":[],"class_list":["post-18364","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-non-categorise"],"acf":{"linkedin":"","facebook":"","twitter":"","instagram":"","youtube":"","quickbooks":"","site_web":"https:\/\/orapartenaires.ca","expert_conference":null,"banniere_annonce":18108,"banniere_annonce_lien":"https:\/\/orapartenaires.ca"},"yoast_head":"\nFilling a position or building a team? 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