Why today’s candidates really care about company culture.
A great company culture is no longer a ‘nice-to-have’: for many candidates, it’s now one of the leading factors in their decision-making. In a RippleMatch survey of graduates, 68% of respondents selected company culture as a top reason they accepted a job offer; and a Jobsite survey showed that 46% of job seekers consider culture to be ‘very important’. It should come as no surprise then that neglecting your company culture could now make it harder than ever to attract and retain top talent.
Why do today’s job seekers value company culture so much?
In today’s candidate-driven market, talented employees are able to be ‘pickier’ about where they’d like to work – and their choice is based on more than just salary. They want to be part of a working environment that allows them to excel and reach their full potential. They want to feel a sense of purpose and personal alignment with the work they do. And they want to be part of a business that not only succeeds, but cares about how it succeeds. All of this can be attributed, at least in part, to a great company culture. In fact, Deloitte’s research suggests that 88% of employees believe that a distinct workplace culture is important to business success.
What does a great company culture look like?
A strong company culture varies from business to business, but there are some general rules that apply across the board. A good culture encourages autonomy, allowing people to make their own decisions and feel like they have ownership over their work. They may not be able to choose what they do, but choosing how they do it is highly important. A great company culture is also one that encourages accountability but not blame. Staff who don’t feel afraid to make mistakes, but who also own up to their errors and understand how they can improve in future, will be more inclined to perform better.
Other elements important to fostering a good company culture include growth opportunities: the ways in which your staff can progress within the company. These opportunities may include expansion of responsibilities in their own role; promotion within their department; a lateral move across the business or even a secondment to another business (provided this is a mutually beneficial arrangement for the employee and for your firm). A great culture may also be diverse, transparent, friendly, and value-led – meaning it aligns with values established by senior management that are then carried through every level of the business.
How do I make sure candidates know about my great company culture?
If these aforementioned factors are resonating with you, and you’re thinking that your company has great culture in spades, then you must make sure to tell your candidates about it. Ensure your job vacancies mention opportunities for progression, your diversity policy, your organisation’s values, the fun that can be had at your company, and how your staff’s views are always respected. You could also consider putting information like this on your website’s careers or about us pages, or on your social media.
Encourage hiring managers and interview panels to speak to candidates about culture, even if they don’t ask. You may even want to ask your interviewees some cultural questions, not only so that you can establish a good cultural fit, but also so that candidates know how important it is to your business.
You can also speak to a recruitment partner about your keenness to integrate company culture with your hiring process. At Optimum Recruitment, we understand how critical culture is for both businesses and candidates, and can help ensure that talented job seekers are made aware of your fantastic culture at every stage. If you have any questions about how we may be able to help, please do contact us.
Posted By: Abigail Simpson
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