Money operates as an obvious selling point when bringing in new employees. This makes sense. Candidates are looking for a good financial situation. Meanwhile, compensation provides an easily comparable statistic candidates can use to consider competing opportunities.
But culture can supply an equally enticing draw. While not as easily communicated as a salary level, a company with a stellar cultural dynamic can furnish workers with more long-term satisfaction than they could get from a few extra dollars.
The communication part is the key. It’s hard to compare culture to an industry average, or to explain how culture might increase in the years to come. The selling process is subtler.
Here are a few questions to ask yourself about your company’s culture, so you can better leverage it as a selling point to potential employees:
How Do You Describe Your Culture?
Before you can muster your cultural attributes to attract new recruits, you need to know what your culture contains. That isn’t always as easy as it sounds.
Often, culture grows organically, influenced by personalities in upper management and the necessities of business. It can lead to something amorphous and difficult to describe.
Take time to nail down a cultural pitch. Gather your HR staff and other influencers in the company and determine what kind of culture you have. Also, figure out whether you need to fine-tune it in order to make it more attractive to both candidates and current employees.
How Can You Refine Your Culture?
You’ve looked hard at your culture and figured out what the ideal version should be. Now, it’s time to apply those tenets and make sure your culture model is manifested in the company.
Think of culture like a flowering plant in the backyard. You need to water and prune it, so people can appreciate it. Take the steps necessary to make the conceptualization of your culture a real thing throughout the company.
How Do You Communicate Your Culture to Job Candidates?
Now that you’ve built a concentrated internal view of your culture, it’s time to practice your pitch to outsiders. You need to make your culture as obvious a potential selling point as salary or benefits (or at least as obvious as you can).
Put the tools of marketing to work. Produce a pamphlet to hand out at interviews. Have a section on the “Career Opportunities” portion of your website dedicated to culture. Invite a front-line employee to meet with candidates in the final stages of the hiring process to sell them on the cultural benefits.
In short, pitch candidates as hard on your culture as you would pitch customers on the value of your brand.
How Do the Candidates You Hire Fit Into Your Culture?
Culture isn’t just about attracting candidates. It’s about choosing them as well.
When you review a potential hire, look beyond their skills and work habits, and consider how that person will fit into your culture. Choose people who fit into the kind of atmosphere you’re trying to build. This will help your culture self-generate and will make finding the right recruits easier in the future.
Finding culturally appropriate employees with the right skills can pose a serious challenge. Luckily, DHR can help. As a leader in the staffing industry, DHR can help you find the perfect matches for you. Contact them today to find out more.