A strong workplace culture doesn't happen without effort and intentionality. While some aspects of workplace culture need to come from the CEO or particular departments, hiring managers and recruiters can also help build a positive and engaged environment that will support hard work and keep employees motivated to to do their best.
As a recruiting or hiring manager, one thing you can do to strengthen the workplace culture is to portray it transparently during the talent acquisition process. When candidates can get clear information about aspects of the workplace culture through interviews or tours, they can make better decisions about how they fit into that culture and in many cases, companies will end up with employees that will mesh better with the culture naturally.
Workplace culture can change and evolve over time. What helps make this happen in a positive and organic way? Input from employees and prospective employees about what will keep them satisfied and motivated in their jobs. Some common requests from employees could be more flexible schedules, work-from-home options, or a company-wide coffee bar to foster more conversations among co-workers.
Companies with low levels of trust tend to have stressful environments and lots of micromanaging. In short, they aren't always nice places to work. Not the kind of workplace culture your leadership wants, by a long shot. You can develop trust by letting candidates know what to expect at each stage of the hiring process and by keeping your word when you give it, whether it's about how long it will take you to make a decision or what the salary and benefits package will include.
Shared experiences go a long way to building or solidifying workplace culture. You can start creating shared experiences during the recruiting process by having top candidates share a meal with the hiring team and by making onboarding more of an experience than a chore. Developing relationships is a positive thing even when someone doesn't get hired; think talent pipeline or referral source for just two examples of how relationships can benefit your company outside of a hire.
Hire for Culture
It's not enough to be aware of your workplace culture and to be transparent about it to those you recruit. Hiring for culture means choosing candidates that embody your workplace culture and will not have to change in order to fit in at the workplace. That being said, you should also avoid defining workplace culture so narrowly that you have to discriminate against someone in order to stay true to it. It's a fine line, but walking it is a key part of hiring and recruiting today.
GDH offers recruiting and hiring help, from full recruiting solutions to help with one or more aspects of your process. Contact us for more information on all that we offer companies to bridge recruiting gaps and help you hire the best possible talent available.