Editor’s note: Throughout the week, we’ll be featuring exclusive insights into the world of corporate culture. This article will provide tips for conveying your culture to jobseekers and potential candidates.
Culture matters to employees. Just as employers are eager to find the “right fit,” so, too, are employees hoping to land a job in an organization where they feel they belong and where their values are shared. Consequently, the ability to convey culture to potential candidates is critical. A couple of key steps can help.
Clarify Your Culture
What is your culture? If you don’t know, or haven’t articulated it clearly enough, how can you expect to convey it effectively to employees so they can make a good choice about whether their goals and ideals are aligned with yours?
Once articulated, make sure it’s real. For example, if you espouse a “culture of service where employees and customers are treated fairly and inclusively,” conduct some pulse checks to determine if this is, indeed, the case. This can be as simple as asking employees or customers to respond to a poll indicating to what degree they believe the company is “fair” or “inclusive.”
Be Prepared to Answer Tough Questions …
Because culture is so important to today’s jobseekers, employers should be prepared to answer common questions employees are likely to ask, says Elizabeth Mye, Global Senior Vice President of Human Resources at Intermedia.net, a Unified Communications-as-a-Service (UCaaS) and business cloud e-mail provider. This is especially pertinent during an increasingly remote employment environment—and hiring experience. For instance:
- How do employees collaborate?
- What communication tools, vehicles, and forums does the company provide?
- How do managers stay connected with their employees and teams?
- What does the company do to drive culture and community?
- What opportunities are available for professional development, growth, and recognition?
… And to Ask Them!
You should also be prepared to ask candidates questions to help you determine whether they would be a good cultural fit. Understanding how a candidate will relate, operate, and add to company culture is critical.
How do you find this out? Ask the candidate to tell you about times when he or she acted in ways consistent with your culture. For example:
- Tell me about a time when you provided exceptional service to a fellow employee/customer.
- Tell me about a time when you went out of your way to support a culture of safety.
- Tell me about a time when you demonstrated your commitment to creating an inclusive environment among your team members.
Answers to these types of questions can be very enlightening and can help employers choose wisely.
Be Authentic
“Interviewers who are authentic and advocate helping candidates truly understand what embodies the company culture” are critical, says Mye. “Nothing speaks more loudly than showing the candidate who the company is through the eyes of the employees, authentically,” she adds.
Ensuring a solid culture fit is an important first step in reducing turnover and building loyalty and longevity.