Your recruiting strategy is a sophisticated, multi-faceted effort designed to source and attract the highest level of talent available in the local or global marketplace. And you have most of the basics locked down. Your recruiters are highly trained, your social media marketing efforts are aggressive and well-targeted, and you know how to make the most of your referrals and in-house promotions.
But are you overlooking one of the most important staffing tools at your disposal—your company culture? A great culture and a thriving team of happy, engaged employees will speak volumes to potential candidates. Nothing makes a workplace more appealing than an existing team of people who love it here. At the same time, nothing raises questions and drives candidates away like a culture of burned out, underpaid, under-supported, or hypercompetitive zombies. Here are a few ways to build and leverage the first while avoiding the second.
1. First, respect your employees. Before you can use your culture to market your company, you have to have something to sell. To find ways to get from where you are to where you want to be, distribute surveys. Ask your current employees what they like about this place and what they’d like to see changed. Encourage their feedback and listen carefully to the information they offer.
2. As you start turning your workplace into a thriving, productive environment, encourage your employees to spread the word. Ask them to “like” the company and make positive remarks on social media. Offer incentives for these small gestures.
3. Get them to bring their friends on board. Offer hiring and signing bonuses and encourage referrals for job seeking friends and family members.
4. Solicit honest testimonials. Use these written testimonials in your marketing material, online accounts, and efforts to engage new applicants and recruits.
5. Open up your company culture to the rest of the world. Sponsor community service activities like literacy programs, stream clean-ups, pet adoption programs and blood drives. Give your workplace a public face and personality.
6. Pay attention to your employees’ long term needs and ambitions. Provide mentoring programs, professional training, tuition reimbursement, and opportunities for growth within the company. The more loyal and long term your relationships become, the better chance you’ll have of attracting and retaining top talent.
For more information on how to build your staffing program and elevate your company culture from the inside, reach out to the staffing experts at PSU.