Employers tend to get immersed in the intricacies of attracting talent, forgetting that the hiring process is not just one-sided, it’s a two-way street. Identifying quality candidates and ascertaining whether or not they align with your organization from a cultural perspective is extremely important. However, in your quest to assess if the candidate has the right blend of skills, experience, and character traits, remember that the candidate is also evaluating your company. While they divulge their work history and perform any necessary qualifying tests, you need to deliver an equal amount of value, demonstrating why they should work for your company.
At this juncture in the hiring process, your company culture can either be the icing on the cake or a deal breaker for the candidate. In today’s tight labor market, quality candidates are entertaining multiple companies and job offers. Salary certainly plays an key role in the decision-making process, but when compensation is consistent across various employers, the verdict is often contingent upon cultural offerings. As Glassdoor recently noted, an employer’s culture and values are two of the top five components that influence a job seeker's decision when considering employment with a new company.
Traditional benefits alone are no longer enticing enough to attract top talent. While they are an important facet of the total package, you must also furnish prospective employees with a comprehensive view on what practices, behaviors, and shared beliefs your company has that differentiates your value proposition from competitors. With such high stakes, here are some methods that can be easily incorporated into your hiring strategy to promote company culture.
Arrange for Them to Meet & Shadow Prospective Teammates
By enabling interested parties to shadow a future teammate – whether it’s during the company’s weekly training session, for a brainstorm meeting, or for an entire day – you’re allowing that candidate to experience your culture first-hand. Verbally describing what your day-to-day workflow and interaction looks like can only go so far. Opening the doorway for candidates to directly immerse themselves into the company’s environment (even for a portion of the day) gives them the opportunity to truly visualize whether or not they can see themselves working there every day. If you choose to go this route, stay authentic to your company’s values; if you orchestrate a whole dog and pony show to impress the potential hire, you will risk losing that individual down the road when they realize they were misled.
Actively Engage Digital and Social Media Channels
Consistently interacting with your audience across various digital channels through relevant and engaging content will build brand equity and help you forge a connection with prospective employees. In an era dominated by accessibility and the World Wide Web, job seekers can retrieve a slew of information about your company within seconds. And make no mistake, they are definitely combing the internet for some intel that will help them determine whether or not your company is their next home. Having a robust, compelling digital footprint is insanely important – especially in our tight labor market where the war for talent is fierce.
Be Their Tour Guide
Ignite the atmosphere with some buzz and get your potential hire excited about the prospect of working for your organization. By offering to give them the grand tour of your office, you’re communicating an interest in their candidacy and expressing your company’s overall investment in its employees. This is a chance for you to get creative if there is something noteworthy or even quirky about your company that you’d like to share with the individual. From where their potential team sits to your impressive media room to the infectious energy inside the office – there are a ton of opportunities to highlight your organization’s cultural strengths.
Introduce Them to Company Leaders
Fostering a culture that is unified in its purpose and goals is heavily contingent upon your organization’s leadership team. Harmonization of beliefs trickles from the top down, and introducing prospective candidates to these key leaders will give them some insight into how you operate internally. Impactful leaders are contagiously inspiring and are often the motivation behind a candidate’s decision to join the team.