Hiring 5 min

How Good Recruiting Can Affect Your Company Culture for the Better

November 5, 2018

Recruiting is one of the most important processes in your company. With the rise of the war on talent, a company’s reputation is central to how well it performs.

The standards for hiring have changed, now the power also lies in the candidate.

The better the company culture, the more likely it will attract the best talent.

Recruitment is one of the most important roles in your company. It determines the makeup of your workforce.

There are many tips you can benefit from to advance your recruiting process. Here are 5 important recruiting tips:

1. Track your recruiting data to give a seamless experience

With the rising popularity of Artificial Intelligence in recruiting, it only makes sense to join the wave as well.

Traditional methods have been known to have a less diverse selection. The easiest way to have an objective perspective is to involve technology and remove human bias.

Involving AI in the selection process ensures a more diverse candidate pool for your company.

Not only will bias be decreased, but tracking recruiting data will also ensure a more seamless experience for your candidates. Over time you can track different processes that worked and eliminate the ones that do not.

Shonezi Noor from Sampler elaborates on tracking data in recruitment:

“Don’t forget to keep candidates in the loop at every stage of the process, especially if you decided to go in a different direction. Using a simple tracking system helps you stay organized and makes sure no one slips through the cracks. Treating every potential candidate with transparency will go a long way to establish your reputation. Who knows – they might refer another great candidate, be your next customer or be part of your team down the line.”

Look into which strategies worked best, focus on them and improve them. This way you’re not wasting valuable resources and time.

2. Trendy perks and benefits are what make companies stand out

With the war on talent in full fledge, those looking for jobs have full power. Companies are fighting to hire candidates from a limited talent pool.

Many companies offer trendy perks such as gym memberships, trendy offices, office dogs, and more. This is to get people to work for them.

Others also offer traditional benefits such as health insurance, vacation days and time off, and maternity leave.

If your traditional benefits and trendy perks aren’t up to par with other companies, potential candidates will look elsewhere.

You can also use the advantage of offering benefits and pair it up with recruiting internally. Employee referrals with incentives will make for the greatest referrals.

Laurie McNab, Co-Founder at SMB Group:

“Turn your employees into recruiters by encouraging employee referrals. Alert them to open job requisitions, and motivate them to recruit talented friends with monetary and other incentives—extra time off, prime parking spaces, free lunches, etc. One of the hidden benefits of hiring via employee referrals is that your employees probably know more about your corporate culture than external recruiters—and more likely to recommend candidates that will end up being a good fit.”

You essentially want your employees to love working at your company and love their job beyond just a paycheck. If you have a company culture that has these values, employees will work hard even if no one is watching them.

3. Having a good work-life balance helps build your brand

The first employees that were hired in your company were the ones who built and established the culture from day one.

Whether your company was founded recently or over a century ago, every problem, decision, and achievement has added to what is seen today.

This means that it takes more than a few changes to see results, and they won’t happen overnight.
Ensuring you have a great reputation starts from the jump of establishment, and the history of your company matters.

Candidates will research your company just as you will research them. Any bad reviews on Google, Indeed, or Glassdoor will impact their decision. It will turn away great the best hires.

Having the best hires will impact your company because they will be the cause for your company’s growth and success. They will live up to the great reputation of your company.

Victoria Clarke, Talent, People, and Culture Manager at Venngage reiterates the importance of branding:

“Your employer brand is essentially what makes your people show up every day”

To remain competitive, companies have to commit to their branding.

4. Hire people who are culturally forward over culturally fit

Being a cultural fit is not hard. It’s essentially anyone who clicks with your company’s essential values.

Many people can fit into company culture, that doesn’t mean that they will be an outstanding employee.

Hiring for cultural fit may also create an environment where all employees look, act, and think alike. It turns into a big homogenous culture.

Thinking about whether the candidate is a cultural add is important to the hiring process. You want a candidate who will contribute to the growth and future of your company, not that they will just blend in.

This will require a company culture that is also conducive to growth, not one that is rigid.

Establishing a company culture that is a forward-thinking workplace is essential to embracing cultural change. The labor force has been changing and the need for flexibility has increased.

Some questions you can ask are: Are they excited about company innovations? Do they want to make a social impact? Do they embrace or avoid risk?

5. Have a human approach to how you hire

Having basic compassion and empathy for your candidates will go a long way. It will attract the same type of talent, which will contribute to your company culture. You want your employees to all get along and to have a healthy work environment as a result. You also want your potential candidates to feel valued as it reflects on how your employees feel valued.

Kristen Patrick gives this final piece of advice:

“Don’t lose your empathy; remember what it’s like to look for a job, it’s emotionally exhausting work! Don’t forget to see candidates as people, not just objects to stick in personnel holes. It’s the human piece of recruiting that connects great people with great companies”

Conclusion

A good recruiting process will focus on things such as a good candidate experience, developing marketing skills, and building momentum. A great recruiting process will delve deeper.

A great recruiting process will understand the complexities of recruiting. It will analyze the company itself and the changes that are needed to be made within.

Recruiting is not separate from the internal workings of a company. The better a company is from within, the better the recruiting process will be. If your company culture is powerful and empowering, your candidate pool will easily reflect that.

Ensuring your company culture has more beyond just trendy perks will go a long way. Having a culturally forward value system will bring about the same top talent for your company.

Putting in the time and energy to ensure your company reflects the sort of candidates you desire will help in the long run and save you a lot of time and resources.

This article was written by Rada Abdo from Venngage.com

Darren Perucci
Content Manager

Darren Perucci is a content manager for BambooHR. He likes to think of himself as a purveyor of all things content related. While he loves finding new ways of reaching new audiences he is passionate about delivering the best experience to readers.