The perception of a skill-fit or culture-fit employee often stops when an offer to hire is made to the potential employee. If a company uses a skill-based hiring process the mistake often made is the assumption that the culture will mold them while a company whose focus is more culture-based tends to make the mistake of assuming the new employee has the skills to get up and running on their own.

Most employees who leave a company within in the first year leave in the first 30 days—primarily because of a poor on-boarding process. On-boarding in many ways is more important than the hiring process. How a new employee experiences a company in the first 30-120 days determines their perception of the company. Their perception is what they share with others which does affect your brand. The on-boarding process should be used to define and solidify what the company places the most value in.

If a company values skill, then on-boarding should be very task focused and specific to the new employee’s job and expectations. If culture is the predominate value, then on-boarding normally takes longer, including the history of the company and interaction with various employees. Both approaches hold value, but it is important to find balance as this process creates the perception of the company in the minds of each new hire.

Approach on-boarding as a story to be shared with others and not just a manual handed out for maximum retention and positive perception.