You’re proud of your company culture, and you should be! You’ve worked hard to bring things to their current state. Along the way, you didn’t make excuses for bad employee behavior, you provided coaching and positive training as needed, encouraged teams to socialize outside of work and helped your employees build the bonds that now make them feel like a family.
So, how can you share this unique company selling point (a strong culture) in a way that attracts talented candidates? How can you use it to boost your brand in the eyes of potential customers? Here are a few tips.
Let teams speak in their own words.
Don’t assume the review of the company CEO will have as much impact as that of a regular, nonbiased employee. It won’t. You can produce a polished sales pitch for new candidates if you like, but your pitch won’t hold up against an honest, unvarnished employee review on a social media site. So, ask your teams to talk up the company on their social feeds! Offer rewards and incentives for successful referrals of friends and family.
Ask for exit interviews and put them to use.
When an employee leaves the company, it may be for one of two reasons: She was happy here, but she found something better. OR she wasn’t happy here. In either case, you’ll want to find out which one applies. An honest exit interview can help you better understand what you’re doing wrong, or better yet, what you’re doing right. When you fully understand why employees love working for you, you can share that information with recruits.
Leverage your digital footprint.
Make sure everyone on the internet can easily find your company (apply strong SEO strategy to boost your name in search results), and when they find you, make sure they see something positive. For example, a beautifully designed and user-friendly website, positive articles about your successes, or great reviews from publications that rate workplace quality.
When an employee complains about a safety issue, a fairness issue or another workplace negative, don’t just brush it off or try to silence the employee. That rarely goes well. Just take a breath, gather your courage and solve the problem. Face trouble head-on, don’t hide from it. In the end, you’ll gain the approval of your current teams, and reputations travel fast.
Recent job seekers, new employees, younger workers and tech-savvy millennials all know things you don’t about what makes a workplace appealing. So, ask them. When you hire someone new, ask them how they found out about you and why they decided to apply. Ask them what they look for in a company and how they typically search for work. Go to those sources and leverage them, even if you’ve never heard of them before.
For more on how to grab the attention of the best and most talented job seekers in the marketplace, reach out to the recruiting experts at Extension.