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Communicating Your Organizational Culture to Candidates

Posted by Swati Srivastava

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Hiring managers have the crucial task of placing the right candidate in the right place in an organization. One of the key criteria for hiring is ensuring the cultural compatibility of the candidates with your organization. These considerations are equally important for a jobseeker as well. As a result, it is imperative for hiring managers to be capable to communicate the cultural elements of their organization to the candidates.

The culture of any organization is defined in its mission, values, and conduct. It can be intangible (e.g. shared goals) or even tangible (e.g. dress code).

Importance of Hiring for the Best Fit

Wrong hiring is one of the biggest costs for any organization! The cost includes not only the loss of productivity, cost of training, and recruitment efforts, but also a significant amount of your time. Every HR manager wants to select people who believe in the organization’s vision, values, products, and services. These candidates should also be motivated intrinsically to deliver their utmost in achieving the company’s objectives.

Key Steps for Sharing Your Company Culture

Communicating your organizational culture to potential employees begins long before you meet them personally in interviews. This information is shared progressively with candidates at various stages of the recruitment process. Here are several important steps to help you convey your company’s culture to potential employees.

In the job posting:

  • Share the company’s mission statement.
  • Mention specific values when listing the job requirements, such as “should collaborate with.”
  • Provide an explicit description of values/culture, such as “We are committed to conducting our business in an ethical manner.”
  • Mention the specific competencies and values you are looking for when listing candidate qualifications, such as “flexible” or “engaging.”
  • Share statistics or other measures of success to present a “result-oriented” aspect of your organizational culture.

In candidate interviews:

  • Conduct the interview at a location where the candidate would be required to work in the future. This helps the candidate to understand the organization’s physical structure and layout.
  • Implement appropriate office décor to convey visual information more quickly and easily to candidates. You can display achievements, photos of employees, annual events, or reports to communicate your culture to future employees.
  • Share information about work-life balance, office outings, work pace, and other activities. This allows the candidate to determine whether his or her work style matches the company’s.
  • Practice what you preach. If you present your organization as an employee-friendly company, your interview location and demeanor must present this type of welcoming environment. Ask the interviewee to share his or her responses to situations that can demonstrate the competencies required in your organization.

Ultimately, hiring managers must be trained adequately in recruitment practices. They must be able to interpret a candidate’s compatibility with the organization’s culture and core values. Implementing a culture-fit approach in your organization’s hiring process is always a “win-win” situation for both the candidate and the employer.

Executive Mentoring 101

If your company doesn’t have a mentoring program in place, consider starting one up. The benefits of being mentored range from increased knowledge and experience to gaining a completely new perspective on your career and life. And being a mentor can have unexpected advantages as well.

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About Swati Srivastava

Author

Swati Srivastava is an avid writer with a keen interest in the extensive domain of job searching and career counselling. She is Assistant Manager of Content at Naukrigulf.com (a part of Info Edge).

5 COMMENTS Join the discussion
  • Tracy M. September, 28, 2015

    I agree with the importance of culture in an organization. That is why I believe the hiring process should be handled by professionals who know how to select the candidates who will fit in. Some recruiters want good candidates so bad they begin to “sell” the culture just to get them on board, when it’s supposed to be the other way around. 

  • Mandy P. September, 30, 2015

    Yes, we have to present our culture in the job posting, and we have to make sure the candidate sees it and understands it during the interview. But presenting it in a statement or showing it during the interview has little to no value if the culture is not respected within the company after the candidate becomes an employee. Abiding by the culture’s principles for all employees is as important as putting it in a great light for the outside world to see. It is a part of retaining amazing talent.

  • Lynda Scott October, 03, 2015

    It is very important for a candidate to “bond” with an organization’s culture. Disregarding this can cause problems for you as an employer and also for the prospective employee, if the principles you work with do not fit his or her personality at all. Make things clear when advertising for the job, show examples of your culture during the interview, but also maintain those standards when you have a follow-up interview or when you make an offer – even when you reject an applicant. 

  • barun October, 05, 2015

    at ground level when we are pressure
    for productivity and are expected to
    fit in all remain then culture is set a side
    let’s discuss why work load unbalanced
    the daily life style and kept away from hobbies
    long happens one to recall hobbies?
    it is true believe or not !

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Guest October, 06, 2015