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 fit. 

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:

• 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.