What is company culture?
Company culture can be defined as the personality of a company. It
encompasses how people within an organisation interact with each other and
work together, and includes a variety of components, such as company
mission, ethics, values, work environment and expectations.
Why does company culture matter?
Corporate culture can be a huge selling point to potential candidates, and
a key part of your Employee Value Proposition (EVP). It can help you
attract talent and persuade candidates to choose you over another
employer. Aside from attraction, a positive, visible, and embedded culture
which is embraced at all levels in the organisation can improve retention
too –employees that feel part of a company’s culture and aligned with its
values are more likely to feel satisfied and motivated in their work, and
want to stay.
How important is cultural fit when hiring?
More and more employers are assessing cultural fit along with relevant job
history, industry experience and soft skills as part of the hiring
process,. This is on the basis that providing the right resources, tools
and training can overcome skills gaps and help employees get better at
their jobs,whereas the attitudes and values which contribute to a cultural
fit cannot be taught –or forced.Research increasingly shows that hiring
for cultural fit;to identify candidates who align with your company’s
unique culture and values, is a crucial part of effective, strategic
hiring. A survey of 55 organisations found that 84% of recruiters agree
cultural fit is an important factor in the selection process, and nine out
of 10 reported having passed on applicants based on a lack of cultural
Assessing cultural fit when recruiting is especially important for SMEs
–in small to mid-size companies, every hire you make can have an impact on
the overall dynamic of your organization (for better or worse). Not sure
what you should be asking to assess a candidate’s culture fit? Incorporate
open-ended questions into the interview, which relate to the qualities
your organisation values most. Try these examples:
- What do you value most at work?
- What do you like most about working in a team?
- How do you like to be managed?
- What motivates you to do your best work?
Can you give an example of when you went out of your way to help a
colleague or create a positive experience for a customer?
How to communicate your culture when recruiting
How can you attract candidates that area match for your organisational
values and will fit in with your corporate culture? Aside from specifying
the skills and experience required for the role, you can also use
recruitment advertising to ensure you attract candidates who are going to
thrive in your environment and inspire those around them. Optimising your
job adverts to communicate what’s unique and appealing about your work
culture can make all the difference –here’s how:
Tips to improve your company culture
Use your company’s language: Your brand should be reflected throughout
your communications,even your job adverts. If your culture is more
corporate, stick to formal language –likewise if your culture is laid
back,address candidates with more colloquial language.
Get the basics in: Give jobseekers an idea of the kind of culture
they’ll be working in, through wording such as ‘join our relaxed,
friendly office’or ‘working in a fast-paced environment’. Including
other useful information such as team size and office layout (open plan
or closed)will give candidates more of an idea about your work
environment and ways of working, helping them to decide if it’s a good
fit for them.
Include detail on what makes you different: Whether you have regular
social events, a fully stocked drinks fridge,or excellent
benefits,highlight what makes your company a great place to work.
Once you’ve optimised your hiring process so that you attract candidates
who are aligned with your culture and can help drive your business
forward, it’s important to focus embedding your culture throughout the
organisation, so that it’s visible and authentic to employees.
Organise activities to reflect and strengthen your work culture
If your culture is all
about togetherness and shared values, why not
introduce social activities to help celebrate successes and bond your
team?These don’t need to cost the earth and can be effective in
bringing your team together and recognising their achievements.
Use your managers and leadership team
would it be to have chosen your new employer based on the company’s
friendly, collaborative culture,only to find the reality is very
different? Getting your business leaders fully on board with your
corporate culture and values will help embed your culture throughout
the organisation, ensuring that new joiners are confident they made
the right choice and will want to stay.
Embed your culture throughout the business –from your new
employee’s very first day
If your company culture is based around the value of
demonstrate this to new joiners from day one –try introducing a buddy
scheme into your induction process, which will immediately show new
employees how colleagues work together and support each other. Make
sure your new joiners are introduced to different teams and
departments early on in their induction, so that they understand how
different teams are connected and share the same goals and purpose.
Reward and recognise employees who live your values
important to recognise and celebrate employees who live out your core
values –whether that’s through their positive attitude towards
colleagues, delivery of outstanding client service, or their work
ethic which helped their team hit its quarterly target. There are many
forms of low cost and non-monetary recognition which allow you to do
this –from eCards, to quarterly nominations, certificates or even a
simple ‘thank you’ or ‘well done’ from managers to show their
appreciation. With studies showing that up to 79% of employees feel
undervalued in their role, implementing forms of recognition in your
business can have a big impact on retention, as employees will feel
their hard work and commitment to the company is noticed and
Adecco can help put the right people on your team and give you the
support and resources you need to keep them there. To learn more,
Gavin Tagg and Pat Moran share their expert insights with Adecco clients about the forthcoming data privacy legislation
We hear you. The market is awash with recruitment agencies, all vying for your business. And you’ve got to be careful about who you trust – because when someone recruits on your behalf, they represent your company's brand. Which is why you’ve got to work with the best.