Can you define it definitively, or would you just say it’s “good”?
The difference is more important than you think. Creating and maintaining a unique and definable company culture helps you attract top talent.
Leaders in their field know already know what organizations can meet their pay demands. They use their job search to find companies that can provide them with an environment where they can thrive and reach their goals.
When you successfully promote your culture, you can attract not only quality talent but the kind of talent who will thrive in your organization.
Company Culture Gives Insight into Professional Development
Company culture — values, beliefs, and commitments — expresses what your company expects from employees. It also tells candidates what they can expect from you.
Communicating culture is vital whether you want to attract entry-level team members or executives. It becomes crucial when you need a top-tier candidate because that quality candidate is likely to have many different options.
Good culture does more than make your office a great place to work. It creates a roadmap for prospective candidates to reach their personal and professional goals. When they know what’s possible before signing on, candidates can make better decisions when indicating their interest in a role and ultimately deciding what company to choose.
Hiring for Company Culture Boosts Retention
As we know, hiring your preferred candidate is only the first step in a long journey of working together. Retaining talent is equally as important. And in an era when employees feel they need to get a new job to get a promotion or a raise, it can be particularly challenging to keep talent around.
Hiring the right cultural fit does some of the heavy lifting for you. When you know who you are, and your employees know it, too, you can maximize your investment in new employees.
Not only will the new hire feel as though they fit into your organizational design and culture, but people who work well with others give more than their best work. They can then lend better support to their team members, meet evolving challenges, and help keep morale up.
You Can Compete with Culture
When fighting for top talent, you can create a competitive edge for your company by leading the recruitment process with culture. In-demand candidates already know where they can find the financial compensation package they want. Their question is: what company will offer the conditions for them to do their best work?
Today, the competition for talent is fierce. So, it’s worth asking again: can you describe your company culture? And if so, are you communicating it in a way that compels candidates to act? M3 works with corporations and not-for-profit institutions to address the challenges. Find more about our Philosophy & Methodology here.