Hiring Insights Blog
When reactive recruiting has not resulted in a suitable pool of candidates for certain roles in your organization, recruiters may turn to proactive recruiting. Accordingly, instead of a candidate selling themselves to you, you may have to sell your company to the candidate. In order to attract quality applicants, recruiters may choose to showcase their company culture. But how do you define, emulate, and preserve the seemingly elusive term company culture?
Define Your Company Culture
According to Forbes, “Organizational culture is a critical part of your recruitment process.” However, before you can begin recruiting adequate talent, you should define your company culture.
In order to define your company’s culture, Recruiter.com suggests that you outline your mission and values. To establish values, a company may consider the behaviors, motivations, and personality traits required to successfully pursue the mission. LinkedIn goes into further detail, stating that “senior leadership plays a key role in shaping and directing culture by defining the mission, establishing goals and objectives, [and] identifying priorities.” Accordingly, cultural framework can be defined through thoughtful collaboration among the company’s leaders.
Emulate Your Company Culture
Once leadership has agreed upon and created a clear outline of the company culture, Recruiter.com further states that they should share these values with hiring managers and employees. Mike Templeman, founder of Foxtail Marketing writes, “By simply giving a definition to what our company culture was, I noticed a sense of cohesion come over the team. No longer were people working within a culture defined solely for themselves, but rather they were working under a common set of values and goals.”
However, Recruiter.com warns that culture cannot simply be written in the employee handbook; rather, “the key to ensuring that values are visible across the organization and fully ingrained into the culture is operationalizing those values.” One example of this is rewarding and celebrating an employee who adopts and demonstrates a certain value. For instance, at iCIMS, we hire people who embody our core values (Adaptability, Customer Commitment, Drive, Passion, Kaizen, Transparency, and Empathy), and we reward them for demonstrating these values on a monthly basis through the Core Competency Champion Program.
By first defining then amply sharing culture, companies encourage employees to assess and embrace the necessary values. As a result, employees may strive to emulate the culture on a daily basis.
Preserve Your Company Culture
In order to maintain a strong company culture, the necessary values should be adopted within the recruiting process. After all, employees may come and go for countless reasons and a company may experience a great deal of growth. In order to preserve company culture, future employees should be an exceptional cultural fit.
Recruiter.com explains that the company can showcase and market the company culture in branding materials. Doing so may attract candidates who appreciate the company’s values, and interviewers can further evaluate candidates against those values. As a result, the company may hire top talent, who embrace and preserve the company’s mission and values.
Overall, companies can attract quality applicants through an established culture that is understood and embraced by current employees. An essential aspect of maintaining culture is implementing the company’s values in the recruiting process. Consequently, employers may attract and hire top talent, who contribute to and embody the company culture.