LinkedIn, The leader in professional networking, cites company culture as a top reason for people deciding to make a career change. With record “quit levels” in the United States (4.5 million in November 2021 alone!), it is high time to make sure you are promoting your company culture to attract talent. Company culture is how people get things done. It represents the unwritten rules of the road that are played out in day-to-day decisions and actions. It includes the behaviors, beliefs and values present at an organization. Many companies attempt to address this need by listing fluffy corporate values or talking up team social events or flexible work hours. But company culture is more than just a list of well-written values. Leading organizations should seek innovative ways to showcase their culture while recruiting new talent.
Try these three ideas to bring your company culture to life in the recruitment process.
1. Invite candidates behind the curtain. Accepting a new job can feel like a big risk. What will the environment be like? What if I regret my decision? These feelings of doubt can be compounded by the fact that you only met a few people at the company during the interview process. Instead of sticking to the traditional recruitment routine, invite finalists into the office or on the Zoom chat for a half-day of shadowing. Treat them like they are members of the team. If onsite, let them get a snack in the breakroom and a tour of the office. Use the “try before you buy” concept so candidates can experience your company culture firsthand rather than relying on third-party stories.
2. Let your employees do the talking. Many recruiting processes leave an important contingent out of the plan...colleagues. Candidates may complete a full interview process never having met a peer or coworker. Excluding your team from the hiring process means that candidates are only getting a partial view of the culture. Instead, add a peer interview (or coffee) to the candidates’ agenda. This provides an opportunity for candidates to ask questions they may not feel comfortable asking senior staff. Additionally, employees have the power to be amazing company advocates in the virtual world as well. Encourage staff to share written reviews, photos, and insight into your company on social media or employment review sites. Let your employees do the talking!
3. Be vulnerable. It is easy enough to put on “rose-colored” glasses when summarizing your company culture. Only focusing on the best parts of the company or job (Unlimited time off! Rapid growth opportunities! Mentorship!). However, your message will be better received if you offer a full view of the organization, flaws and all. This may feel like a recruitment faux pas. Why would you talk about the long hours or the less-than-desirable healthcare contributions? Because each company has a unique position in the market and representing that in a fair fashion will engender trust in candidates. Remember, there are candidates out there who are looking for a culture formula just like your company.
Assessing company culture is a tough part of the job search process. Do your part to help candidates see what your company is all about.
SOURCE: United Benefit Advisors (UBA)
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