These days, there is much debate around what top talent expects from their employers and how to attract them to your business. As a result, many business owners are redefining their company culture in order to create a more appealing workplace that will win over candidates who can afford to be choosey.
As you compete with businesses to attract and hold on to a good team, be sure you’re not making these damaging company culture mistakes that could prevent you from creating a strong and productive workforce.
1. Ignoring the attraction stage
Many hiring managers still think that all they have to do is place a basic job description on a career site and their dream candidate will just show up at their doorstep. But these days, highly-sought-after talent expects to be wooed. They want to know, “So what’s in it for me?” If you want them to choose your company over the competition, you have to make the answer to that question apparent immediately.
This is called the “attraction stage”.
From the start, you should clarify your company culture. In your job postings, you should explain what type of company you are, describe the company structure and share your company philosophy, according to Wade Foster, co-founder and CEO at Zapier.
After posting a thorough job description, it’s important for you to follow-up with applicants. And it’s best to do it as soon as possible. A timely follow-up demonstrates you’re considerate of the candidate’s time and effort.
Before you interview, you should make an effort to get to know your candidates. Most companies expect an applicant to research the company prior to his or her interview. Similarly, before interviewing candidates, you should do your homework on them. Carefully read their resumes and research companies they’ve worked for in the past. They’ll appreciate that you’ve taken the time to get to know them. You’ll also be able to ask specific questions about their background, experience and personality.
Make the interview process as streamlined and courteous as possible. If you must reschedule an interview, try to do so in a timely and considerate manner. The candidate will feel his or her time was respected and be more enthusiastic to join your team. And even if the applicant doesn’t get the position, hopefully, he or she will still have pleasant things to say about your company.
2. Your workplace is local, not global
In the past, to appeal to candidates, companies bragged about perks like on-campus gyms, cafeterias, and daycare. Nowadays, with the advances in technology, many companies tout their flexible work arrangements and telecommuting capabilities to attract candidates.
Working from home will continue to become the norm. And contrary to what you might believe, remote workers record an average of four more hours per week than their on-site equivalents, according to data from Gallup’s 2013 State of the American Workplace report.
But allowing employees to work remotely is a perk; it must make sense for your business.
Marissa Mayer, president and CEO of Yahoo, made headlines for ending Yahoo’s work-from-home privileges. Mayer stated that it was critical for everyone to be physically present in the office in order to better collaborate and communicate.
The moral of the story: Flexible work arrangements can be a very appealing benefit for candidates, if it makes sense for your business. But it isn’t an option for every company. You need to evaluate your business needs and roles before committing to a remote work agreement.
3. Lack of technology
In today’s technology-driven society, competitive candidates expect their employers to keep up with tech trends and provide the latest gadgets to make work more efficient.
While you may think this isn’t doable on your small business budget, providing technology doesn’t have to break the bank. Offering tools like tablets, laptops and smartphones is a cost-effective way to give your employees the latest technology and keep them happy.
Aside from devices, there are a number of apps and free tools that can help your business and team thrive. To keep up with the latest technology trends and tools, subscribe to the online resources, such as WIRED magazine, SmartBrief on Social Media, or TechHive. Kelli Orrela from Skillcrush provides a list of helpful podcasts that will keep you on top of the latest tech news.
4. Leadership has yet to adopt the culture
Culture trickles down from the top. In order for employees to fully benefit from company culture, it must be embraced by the leadership team.
One way for the leadership team to create a cohesive company culture is to host monthly company meetings with the employees. This helps your employees understand business objectives and long-term goals, while getting to know key-decision makers. Another way for leaders to adopt culture is to turn your offices into open workspaces where managers sit with and their team, instead of locked away in an office. By breaking down the barriers of office walls, you can create a unified environment that better supports team communication.
Don’t let your next top candidate be the “one that got away”. Learn how Insperity Recruiting Services can help you identify and promote your company’s culture so you can attract highly-sought-after talent.