“Company culture” has become a hot topic, and to attract the best candidates, you will need to clearly define yours. But what is company culture, and what are applicants actually asking for? Here’s what you need to know.
Defining Company Culture
Although your company culture begins with your mission and value statements, those aren’t really what candidates want to hear. A broader definition of company culture includes the general day-to-day experience of working for your organization. Think about things like:
- How employees find meaning in their work
- Work-life balance, such as flexible schedules and paid time off
- Office dynamics
- Diversity and inclusion
- Company traditions, from an annual picnic to a foosball table in the break room
- Dress code
- Team organization and collaboration
Communicating Company Culture
Once you have defined your company culture, you can start communicating it to prospective employees. Begin by taking a hard look at your job postings.
Take out vague language or empty words such as “professional” or “team player.” Instead, use concrete terms to set out expectations. For example, if you need a team player, describe the team and how the position fits in. Ensure your word choices and phrasing reflect the relative level of formality you expect from your team members.
Also, use the job ad to highlight some of the perks at your company. Are Fridays casual days? Does everyone go out to celebrate when you hit a milestone? A short description of what your company offers beyond money and standard benefits can help applicants better understand the environment.
Interviews are a great time to expand on the ideas you touched on in the job postings. Talk about different pathways that people have taken to reach higher-level roles. Mention the teambuilding exercise you did last week. Discuss the cross-departmental collaborations that are currently ongoing. Any of these can help the candidate better visualize what her day-to-day life would be like in the role.
If you find a candidate you really like, it can be tempting to try to “sell” him on taking the job. But that only sets everyone up for failure. Be honest and truthful, and prepare for tough questions. Someone who is truly the right fit won’t need to be “sold,” and someone who doesn’t fit won’t suddenly love the place just because you do. Honesty is a great way to make sure you find just the right candidate for the job.
If you’re ready for some new talent, contact Pro Resources today.