As many companies continue hiring during the pandemic, some essential positions will report to work physically, while other employees are likely to start their jobs while working from home.
Usually, employees pick up a lot of cues about company culture during the interview process. With many interviews taking place remotely, though, what can organizations do to still ensure employees get a sense of the culture and whether it is a good fit for them?
At Whistleblower Security, Shannon Walker, the company’s president, and her team specialize in improving and enhancing workplace culture. “Hiring, recruiting, and interviewing candidates during a pandemic can be a challenge, but it is doable,” Walker says. “And so is building a strong and positive culture.”
Make It Explicit
Don’t leave cultural communication to chance or assume that potential employees will be able to detect the organization’s culture through a video interview or their own online research.
“It is essential to convey the company’s corporate culture, regardless of whether you are hiring remotely or in person,” says Walker. “A great practice to incorporate this within the interview process is to explain to your applicants your organization’s expectations, values and goals,” she adds. “This will allow applicants to see if these align with their own values and goals, and will help determine a possible fit in the company.”
Also, don’t be surprised if candidates ask directly about culture. It tends to be top of mind these days, with both employers and potential employees recognizing the importance of a good fit.
Show and Tell
Just because candidates may not be able to be physically present during the interview process doesn’t mean organizations can’t be creative in finding ways to share their culture.
“One tactical strategy is to incorporate video testimonials of your current employees speaking to the experience of working with your organization,” says Walker. “On-the-ground feedback and shared experiences can work wonders with highlighting the corporate culture and corporate ‘speak,’ so to say, and video brings so much more to light for potential hires.”
Finally, says Walker, be transparent. “Do not falsify information or set unrealistic expectations of your workplace.” The bottom line is that both sides of the employment relationship are looking for a good fit. Misrepresenting whether that fit can be good benefits no one.