By John Rampton, founder of Palo Alto, California-based Calendar, a company helping you make your calendar more productive.
A company’s culture includes many factors beyond its core mission, vision and values. This includes how its leadership is structured, how teams engage, how communication flows throughout the organization and how people interact with each other.
The culture of a company is what it does or does not contribute to the well being of its employees. And well-being is right up there with compensation as a priority for employees in today’s competitive talent market.
Leaders should hire employees who align with the company’s culture. This alignment will produce happier, more productive employees who will stick around. It may be tempting to put a hot body on an empty chair in a tight recruitment market, but don’t do it. You’ll simply create disgruntled employees who rapidly come and go, leaving unhappy co-workers, clients, and customers in their slumber.
Plus, you risk destroying the corporate culture you’ve worked hard to create when you intentionally hire employees with the wrong fit. With all this, prioritizing company culture in recruiting and recruiting is paramount. Here’s how you can.
Put company culture front and center in all communications
Everything that can be seen about your company is an opportunity to emphasize your culture. Of course, the job posting should describe your company culture as part of the employee value proposition. But your social media accounts, website, and content should also address this in some way.
You can talk about it directly by saying what kind of place it’s supposed to work. You can let others speak about it. For example, use employee testimonials or videos showing employees at work to reflect your culture.
Employees looking for positions in a company that match their values are doing their research. They are looking at your website, your social media channels and news coverage about your company. They’re not just buying what they say about you in your help-seeking ads.
And remember, how you talk about your company culture is just as important as what you say about it. If what you publish isn’t flashy and focuses on people rather than benefits, prospects will move on to the next potential employer. Getting their attention for all the right reasons is an opportunity you don’t want to miss.
Cultivate Culture Ambassadors
There may be many individuals involved in recruiting new employees for your company. When was the last time you talked to all the people a potential employee would come across? You should make sure that each one of them adopts and emulates your company culture.
It’s not just about your human resources department. Of course, HR is the key to communicating company culture when recruiting new talent. But it’s also about the people who answer your phone, greet people at the door, and be the co-workers of the future.
The people who are already working for you have a dual role. First, they are giving a recruiter an example of what it would be like to work for your company. Second, they should provide feedback about whether they think the recruiter is a good match for your culture.
You need to trust your people to tell you about your company. This may mean eliminating some of the misfits you already have on the payroll when looking for new employees. All your employees should also be excellent ambassadors of your culture.
Make sure onboarding reflects your culture
You’ve hired an employee who thinks your company would be a great place to work. Don’t sit back, believing you’re done. It’s going to take a great culture-focused onboarding process to seal the deal.
Just because a recruiter said yes to your offer doesn’t mean the exam is over. Onboarding gives recruits an opportunity to experience the company culture. They are assessing the transparency of communication at all levels and looking at how teams actually interact.
New employees are also looking for ways to engage in their own interests and find where they fit in horizontally and vertically. They are trying out their voices and seeing if they are heard and respected. If your company culture isn’t reflected in the way you welcome your employees, they won’t be out on probation.
Your company culture may sound like the make and model a recruiter was looking for. But if the test drive isn’t smooth and comfortable, they’ll give it up a lot. Emphasizing your culture in the onboarding process confirms a new hire’s decision to associate with your company.
Prospective employees aren’t just looking for the biggest salary and most generous benefits package. Of course, those things are important. But working for a company where they feel valued, connected and cared for is a major factor in the current climate.
Today’s employees are far less likely to consider their employer the organization they are under. Regardless of where they are in the hierarchy, they are looking for a culture that is more akin to mergers than acquisitions. You could say it’s personal.