How To Leverage Your Company's Unique Culture When Recruiting

April 17, 2022 0 Comments



Introduction

 

Every company wants to attract the best talent possible, but if you're not a Google or a Facebook, you may have to work a bit harder to get your foot in the door with job candidates. How can you do this? By leveraging your company's unique culture!

 

What is your company's culture? It's the attitudes, values, and behaviors that make it unique. Whether you're a small startup or an established business, there's something that sets you apart from other companies in your industry. The key is figuring out what that is and using it to your advantage when it comes to recruiting.

 

In this blog post, we'll go over some tips for how to leverage your company's culture when recruiting. So without further ado, let's get started!

Make Sure Your Company Culture Is Defined

What is company culture? Company culture is a set of shared beliefs and behaviors that exist in an organization. It’s how work gets done and how employees interact with each other, management, clients, and the public at large. A strong company culture empowers employees to take initiative, be creative, and feel like they're part of something bigger than themselves.

One of the most crucial aspects to a strong company culture is making sure it’s clearly defined. You need a clear vision of your company's values in order to effectively communicate them to your team or potential recruits and if you're not putting effort into defining your values, it's likely that no one else will either.

There are common mistakes companies make when trying to define their core values: listing too many values (if you have more than 5 core values, you don't have any), including things that aren't actually core ideals (like "honest" or "trustworthy"), and failing to set aside time for discussion (core values are not something you just decide on).

Use Your Company Culture To Define Your Ideal Candidate

When your company's culture is distinctive and appealing, it can help you attract the best candidates. Here are some tips to help you leverage this advantage:

  • Create a job description that shows off your company's unique qualities. When looking for a new employee, be clear on what he or she will be doing and what they will be responsible for. Your company culture will play a large role in shaping their day-to-day work life, so the job description should reflect this.

  • Look for candidates who fit the culture. As with any other hiring process, it's important to seek out candidates who have the proper skills and experience necessary to excel at the job. If your company has a strong culture (and if you want to keep it that way), also make sure they match up well with that as well! Be aware of how someone might fit into an established team dynamic: a potential hire who seems great on paper but is abrasive during interviews may not be the best choice if there are already employees who exhibit similar traits (even if those traits are positive).

  • Make sure they understand your culture before deciding whether or not they're interested in pursuing employment opportunities with your organization - some companies have very specific requirements about how employees conduct themselves both in and outside of work hours; others might expect them to attend events such as team happy hours after hours every week or month! Don't assume everyone knows what these norms entail just because they know about them beforehand - ask questions during interviews so there aren't any surprises later down the line when someone gets hired without knowing all of their responsibilities beforehand."

Create A List Of Examples Of Employee Culture In Action

To begin, create a list of specific examples of employees demonstrating your company’s culture. You or other members of your recruiting team might also want to add photos, videos of these moments, and brief descriptions of what was happening.

Sample examples could include:

  • A customer service rep uses an unconventional approach to find the right solution for a customer.

  • A salesperson goes above and beyond to make a key account feel like part of your company's family.

  • An engineering manager introduced a new process that resulted in a higher-quality work product and greater engagement among the team.

Write Down Stories Of How Employees Benefit From The Culture

You should write down stories of how your employees benefit from the culture or have been positively impacted by it. This helps the hiring team come up with examples to share with candidates when they’re interviewing or reviewing materials, especially since these anecdotes will be more personal and engaging than just making blanket statements about culture.

You can also create a list of traits that are seen as positive in your company and notate what they mean for your organization. For example, if you say “collaboration is a core value here,” you can define what that looks like in practice - for example, employees work together to complete projects and help each other troubleshoot issues. These definitions can make the culture feel more concrete when you’re recruiting new hires.

Find Places Where Your Culture Is Being Discussed Online

Now that you have your strategy down, it’s time to start putting it into practice. For the most part, you want to talk about your company culture whenever and wherever people are talking about your company. This means finding forums where people are sharing their concerns or experiences with the way work gets done in your organization.

You can start by simply Googling your company name and “culture,” which is likely to surface any online conversations related to your workplace environment. You can also search for other keywords related to what makes you unique, such as “remote working” or “independent contractor.”

Once you’ve found a place where people are talking about your culture, join the conversation! If it’s on social media (like LinkedIn), share posts from employees that reflect the positive aspects of what drives them at work. If you find a blog post where someone is discussing how they feel about working there, positive or negative, leave a comment that addresses what they said and encourages others who share those feelings to consider becoming part of the team.

If there aren't any places like this yet, then create one! Create a hashtag for Twitter that fits with company culture and encourage employees to use it when posting things related to work-life balance or other opportunities within the organization. You might even ask some team members if they would be willing to write guest blog posts on topics like these, which would enable them not only to talk more deeply about what interests them in the workplace but put their personal stamp on why they enjoy being employed there so much.

Conclusion

Use your company's unique culture as a competitive advantage when hiring new employees. The culture of your company is the set of shared attitudes, values, goals, and practices that characterizes it. It’s what defines you as a team as well as what differentiates you from other companies. That's why a strong culture can be a competitive advantage when it comes to finding new employees.

You can leverage your company's unique culture in the recruiting process by developing a hiring process that helps candidates understand your company's mission, vision, and values during each interview stage.