6 Ways To Leverage Your Unique Company Culture in Your Hiring Process
/The goal for any hire is to find a candidate who’s right for the job, and for whom the job is the right fit. Company culture is a key factor in determining that fit — from both sides.
Company culture is defined by the values, beliefs, ethics, attitudes, and practices shared by the people within your organization, which make it a unique place to work and shape the day-to-day working environment.
Today’s job candidates want to be part of a company whose culture resonates with their own beliefs, goals, and way of working. For example, a person who works best in an agile work environment where they can establish their own processes may not adapt well to a highly structured environment. And someone who thrives on innovation will work best in a company where that is encouraged and rewarded.
Companies want and need employees who do their best work and are happiest in the type of environment the company offers. Without that match, conflict arises and job satisfaction and retention suffer.
It's in your best interest to understand, communicate, and interview for a good company culture fit. This requires more than simply describing your company culture in your job advertisement, Instead, your culture should be infused into every aspect of your hiring process.
The following are six ways you can leverage your unique company culture in your hiring process to help ensure you find the right fit for your open position.
1. Use Clear Descriptors In Your Job Ad
Communicating about your company culture starts at the beginning of the hiring process. Candidates value open, direct, and clear communication…and that starts with your job description and ad.
In your job posting, talk about what makes your organization unique. Share your core values and describe the atmosphere of your workplace.
Rather than using terms like “team player,” “fast-paced,” or “professional” to describe your culture, try to provide a clear picture of what the daily work environment is like. For example:
Use language that helps explain expectations. For example, instead of using the term “team player,” describe the team the candidate would be working on (number of staff and their titles) and emphasize how the success of the team’s projects depends on collaboration.
Use language that shows your company’s style. For example, if you have a more professional environment, use standard, professional-sounding language. However, if a relaxed environment is part of your work culture, use a more conversational tone in your ad.
2. Make Sure Your Website and Social Media Reflect Your Culture
Before applying for your job opening, most candidates today will check out your website. It’s important for your company culture to shine brightly throughout the pages of your website (not just on your Careers page!).
Your website copy, design, and photos should reflect your company’s personality and communicate your core values. From showcasing your employees and company vision on your About page to the description of your services, your values should be readily apparent.
Then, on your Careers page, highlight what makes your company a great place to work. For example:
Include employee testimonials and photos of staff outings
Highlight employee benefits and development opportunities
Share the steps you’re taking toward corporate social responsibility.
3. Talk About Benefits and Growth Opportunities
In the job ad, on your website, and in the interview, talk about the benefits you offer your employees and the opportunities for advancement available to them.
Discussing benefits can include everything from health benefits and your vacation policy to your dress code and flexible or remote work options. All of these things highlight how your company values and treats its employees. For instance, if your company has a casual, open atmosphere, discussing social events, your relaxed dress code, and flexible work options will help to convey this.
In addition, cast a vision for candidates of what their future at your company could look like.
Show them where they can learn new skills and advance within the company. Lay out the path to growth and advancement, offering examples of how current employees have grown and transitioned into higher-level roles.
All of these details help the candidate understand how your company is organized and what to expect if they work for you.
4. Let Your Workspace Do the Talking
If you do an in-person interview, take the candidate on a tour around your workspace. The layout of your space itself can convey elements of your company culture. Plus, they’ll have a chance to meet some of your employees and experience what it would be like to work at your organization.
But company culture isn’t limited to the office — it encompasses all aspects of the work you do, even if that work happens remotely.
For a remote video interview, your own office space in the background can give the candidate clues about your company culture. In addition, using some of the same communication tools you use for meetings with remote employees (Skype, Google Drive, and so on) will give them a taste of what it’s like to work with you.
5. Use Everyday Language Throughout the Hiring Process
In your job posting, interviews, and follow-up communication, speak the same way you do around the workplace.
When determining what language to use throughout the hiring process, think about how your employees interact with one another around the office. Do you keep things 100% professional, or is some light-hearted banter mixed in? Interact with job candidates the same way you would with employees.
For example, if you run a fun, casual, office, an overly serious interview won’t convey that — you’ll need to bring the fun to the interview!
Post-interview follow-up should reflect your culture as well. When you communicate to candidates whether or not they’ll continue in the hiring process, your message should be delivered with a style and tone that reflects your culture. Things like timeliness and personalized communication, for instance, speak volumes about who you are as a company.
6. A Strong Company Culture Includes Diversity
Finally, remember that valuing diversity and inclusiveness is important to a strong company culture. In fact, a diverse workforce enhances your company culture by bringing multiple viewpoints, approaches, and work styles to the workplace.
Having a happy, diverse workforce that shares the same core values is ultimately what will strengthen your company culture and make your organization a great place to work.
Understanding and communicating your company culture isn’t always as easy as it sounds. If you’d like some ideas for how to deepen your understanding of your culture and how to leverage your unique company culture in your hiring process, the Red Seat team would love to help! Feel free to reach out to us at info@redseat.com.
