Recruitment probably isn’t the first thing you associate with company culture. Usually the terms that come to mind are goals, expectations, benefits, work environment, ethics, and missions.
You are not wrong to think like that, but there’s more to it. Your hiring process can give candidates a good idea of what they can expect if you hire them.
Let’s say that it resembles the business’s personality. You can describe a person as hardworking, easy-going, open-minded, relaxed, joyful, and the list goes on. The same can apply to a company. In both cases, social media presence can give clues about whom you are dealing with and what to expect.
For example, some businesses have a strict dress code and fixed working hours. Others conduct team buildings weekly, provide free snacks and drinks, encourage longer breaks, and have fun rooms. Even by this short description you could easily decide where you would apply.
Some companies encourage their employees to share opinions with their supervisors, while in others they don’t have that freedom. It all depends on the company’s culture, unwritten rules that everybody knows about.
When we look for a partner or a job, the criteria are the same. You want their personality to fit your needs, and devote time into that relationship.
People who work for your company, including yourself, also represent its culture. For the potential applicants, you are the business’s ambassadors. Your behavior can influence the applicant’s final decision for the role you are offering. Similarly, the potential new employee can impact the future of the company you are working for. How?
You and your friend have a great idea but require some backup, support. Naturally, you decide to hire someone. Chances are that you are still working inside a small private room, rather than an office. There’s not much space (no pun intended) for your company’s culture to grow.
Although, you can still give an impression of what qualities you nourish and what you are looking for in a new colleague. There are two things to keep in mind here:
Making a wrong choice will bring poor results - It doesn’t mean that you’ll necessarily close your business. There’s always a chance to recover from a bad decision, but for startups it presents a bigger challenge.
Your company’s culture will greatly depend on how you deal with it from the very beginning. When recruiting for startups or smaller companies, you should do your best to choose the right person.
Now we’ll pretend that you are recruiting for a business with tens of thousands of employees all over the world. Compared to startups, these businesses ought to have a well-established company culture. One bad hire won’t make a difference, right?
It will, if the employee has a big influence. Take team leaders for example, or CEOs. When those people decide to retire, they’ll want to leave their companies in good and competent hands. Otherwise things could go downhill, even for bigger names in the industry.
Imagine that Peter Peterson wants to get a job in marketing, and is very talented. He can choose between companies X, Y, and Z. All of them want him. Without any hesitation, he goes for X. Why? Because he likes their company culture the most. Everything they’ve posted on social media and their website throughout past weeks, months, even years, led to that decision.
His friends and acquaintances continuously talked about how awesome company X is. Some of them left Y and Z because they were not satisfied, to say the least. Perhaps they didn’t have flexible working hours or there was no bonus for overtime work.
Your company culture will either attract people or make them lose interest. It doesn’t matter if you have ten or ten thousand employees. You should try and be better than your biggest competitors. What can you offer that they can’t? Answer that question, and you’ll be closer to hiring the right people.