In today’s competitive job market, it’s critical for organizations to differentiate themselves from competitors in order to attract and retain top talent. While compensation and benefits are important to candidates, it has become more important than ever in the current job market to demonstrate a strong company culture. Leveraging corporate culture can be used as a recruiting tool to attract talent who align with your organization’s mission, vision, values, and goals. Today’s job candidates are not only looking for job satisfaction by doing meaningful work but are also looking to surround themselves and work with others who share the same values which helps employees to feel empowered, supported, and motivated to do their best work.
As the Executive Recruiter at Divurgent, in my initial screening calls with candidates, I make it a priority to talk about our ELITE values – Excellence, Learning, Innovation, Trust, Enthusiasm. We are passionate about providing innovative solutions that offer our clients the opportunity to improve customer experiences and enhance operational efficiencies. Staying true to our values, mission, and our vision of a passionate Team has given us the tools to be a successful firm both externally and internally, growing both as a company and as a Team.
How to Leverage Culture as a Recruiting Tool
- Align recruiting efforts with culture. Ensure that your recruitment process includes job descriptions and interview questions that are aligned with the company’s culture. Be certain to emphasize the values and behaviors you seek in candidates and emphasize the importance of cultural fit.
- Leverage your employees and social media to communicate your brand. Use various social media platforms to share marketing collateral, white papers, blogs, testimonials, photos taken from corporate events, networking opportunities, and social or philanthropic activities. Share videos, experiences, and stories that highlight the positive aspects of working at your organization.
- Be transparent. Interviewing is a two-way street. This is the opportunity for both the recruiter and the candidate to ask poignant questions to learn a bit more about one another. During the interview process, be transparent about your company culture, work environment, and expectations. Ensure candidates speak with a variety of employees to get a better feel to help them determine if they would be a good fit for your organization.
- Encourage employee referrals. Your people are your best asset and will likely possess professional networks with like-minded people. Encourage and incentivize employees to refer potential candidates. Employee referrals can result in quality hires who are likely to fit in with your organization’s culture.
In summary, use your corporate culture as a strategic advantage! It can help attract the right candidates, retain employees, build a positive reputation, and differentiate your company from competitors.
About the Author
Allison Hoffman | Executive Recruiter, Talent Acquisition
Allison Hoffmann is an Executive Recruiter at Divurgent. Before shifting gears and moving into the recruiting world, Allison worked as a healthcare IT consultant for over 15 years, where she loved having opportunities to interview candidates. Allison knew recruiting was where she wanted to be, and in 2021 began working with Divurgent to continue helping others land their next exciting job. Being that first point of entry in representing Divurgent and becoming a part of a candidate’s journey through the interview process is what makes her feel most passionate in the field. She feels her first-hand knowledge and experience of consulting is what helps her to be even more successful in her role. Allison has a Bachelor of Arts degree in Biological Anthropology from Boston University and a Master of Health Administration degree from Tulane University of Public Health & Tropical Medicine. Learn more about Allison by visiting her LinkedIn.
