When a position at your organization opens up and it comes time to do battle in the global “war for talent,” you need to be ready for a great deal of competition. Recruiting would be easy if there were no one else vying for the attention of your candidates, but unfortunately that’s not the case.
When you’re looking to attract job applicants in a competitive market, it’s good if you can offer more than just money. A fat paycheck is obviously attractive, but you don’t want it to be the only thing on the table. You also need to sell people on your company culture.
“Culture” is difficult to define – it might include your organization’s goals, mission or core beliefs. But whatever it is, you want to solidify it, and you want to go out and recruit people who will be a good match.
According to this article on Recruiter.com, culture is a key selling point. Cheryl Kerrigan, vice president of employee success at Achievers, states that in your recruiting pitch, you want to sell people on your cultural values, and you want to make sure your company is able to “walk the walk” as well.
“If you’re saying that you’re open and transparent, but you’re not updating employees or giving them visibility into where the company is going, it feels disjointed,” Kerrigan said. “I think that leads to people signing up for what they thought was going to happen, and then six months later, they start to become disengaged, because what they were told in the recruiting process actually hasn’t come to light.”
The objective, therefore, is threefold. You want to uncover your company’s culture, understand it well and then communicate it to job applicants as they come along. If you can do that, you just might find people who are a good match for what your organization believes in.
Kerrigan offers advice on how to do it.
Define your company’s mission
Ultimately, what does your organization aim to do? Is it just about making a profit, or is there a deeper aspiration there, like trying to make a difference in the world? It’s important that your leadership agree on this fundamental question.
Identify your core values
Along the same lines, what are your values? What behaviors and traits do you value above all others? Some might identify honesty as the most important thing. Others might say loyalty, or generosity, or creativity. Your organization should have its own unique values.
Share key ideas with your staff
Once you have these elements – a mission and values – in place, you should share them with the rest of the staff. Specifically, hiring leaders should know them, so they can emphasize them in job interviews, and managers should use these values to train their teams of employees.
Convey values throughout the recruiting process
Once you have your core values figured out and disseminated through the ranks, you can convey them to candidates as you go about recruiting them. This way, you can find the people who align best with what your organization is trying to do.