How Company Culture Could Derail Your Recruiting Efforts

Recognize This! – Top prospects know the culture they want to work in. Does yours measure up?

I’m one week away from my first stop on the “Building Your Winning Culture of Recognition” workshop tour. I’m excited for the Atlanta session on 27th October and working with committed HR pros to build the business case for strategic recognition in their organizations. (There’s still time to register for Atlanta on Thursday or New York City on Friday, 28th October!)

With company culture obviously top of mind for me right now, I was intrigued by Ben Eubanks’ post on his UpstartHR blog. He took a different perspective on culture – how to evaluate the culture of the company during your interview to work for them. Recruiters and HR Pros – I highly recommend this post as a heads-up to what your top prospects are looking to understand about you before signing on the dotted line.

A couple of solid suggestions from Ben (quoting):

  • Ask what sorts of behavior are rewarded and which are punished
  • Ask what the company’s overall mission/vision is. If a random employee can tell you (at least in general terms) it could signify a strong, unified workforce.

Those two are closely linked. If your employees can’t tell you where the company is heading, how do you know they’re all working together to get to the right end goal? And you’d better be recognizing and rewarding them every time they demonstrate your core values and contribute to reaching that goal. After all, research shows 49% of employees will leave to work for a company that recognizes their efforts.

Ben then offers a good reminder:

“Keep in mind that there are “pockets” of culture within individual departments, so the overall company culture could differ from your specific work area.”

If you found the perfect candidate for a hard to fill role (a purple squirrel) and that candidate asked to walk around your office to speak to a few employees, how would you react? Would you panic and try to organize the walk-around for lunch time when you know most of the cubes will be empty anyway? Or are you comfortable with the idea, knowing your culture will be well reflected in your employees?

If you have any concerns, join me in my “Building Your Winning Culture of Recognition” workshop. Blog readers should use registration code: RECOGNIZETHIS for half-off the registration price.

Dates and Locations:

  • Atlanta – Thursday, October 27
  • New York – Friday, October, 28
  • Chicago – Monday, November 14
  • San Francisco – Thursday, November 17

Hope to see you there!

How Company Culture Could Derail Your Recruiting Efforts

 

Recognize This! – Top prospects know the culture they want to work in. Does yours measure up?

I’m one week away from my first stop on the “Building Your Winning Culture of Recognition” workshop tour. I’m excited for the Atlanta session on 27th October and working with committed HR pros to build the business case for strategic recognition in their organizations. (There’s still time to register for Atlanta on Thursday or New York City on Friday, 28th October!)

With company culture obviously top of mind for me right now, I was intrigued by Ben Eubanks’ post on his UpstartHR blog. He took a different perspective on culture – how to evaluate the culture of the company during your interview to work for them. Recruiters and HR Pros – I highly recommend this post as a heads-up to what your top prospects are looking to understand about you before signing on the dotted line.

A couple of solid suggestions from Ben (quoting):

·         Ask what sorts of behavior are rewarded and which are punished

·         Ask what the company’s overall mission/vision is. If a random employee can tell you (at least in general terms) it could signify a strong, unified workforce.

Those two are closely linked. If your employees can’t tell you where the company is heading, how do you know they’re all working together to get to the right end goal? And you’d better be recognizing and rewarding them every time they demonstrate your core values and contribute to reaching that goal. After all, research shows 49% of employees will leave to work for a company that recognizes their efforts.

Ben then offers a good reminder?

“Keep in mind that there are “pockets” of culture within individual departments, so the overall company culture could differ from your specific work area.”

If you found the perfect candidate for a hard to fill role (a purple squirrel) and that candidate asked to walk around your office to speak to a few employees, how would you react? Would you panic and try to organize the walk-around for lunch time when you know most of the cubes will be empty anyway? Or are your comfortable with the idea, knowing your culture will be well reflected in your employees?

If you have any concerns, join me in my “Building Your Winning Culture of Recognition” workshop. Blog readers should use registration code: RECOGNIZETHIS for half-off the registration price.

Dates and Locations:

·         Atlanta – Thursday, October 27

·         New York – Friday, October, 28

·         Chicago – Monday, November 14

·         San Francisco – Thursday, November 17

Hope to see you there!

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