Company culture as a job recruitment tool

New applicants should be introduced to the full company climate.

When a technical recruiter approaches an applicant for a certain position, he or she should be aware of what kind of culture the company is putting forward. Company culture can be the key to attracting and keeping qualified candidates, but it can be hard to define. It is rarely written down or expressed verbally; rather, it is the sum of what the experience of working for that company "feels" like to an employee.

Begin before they walk in the door
Most companies have turned to online resources and social media to promote their job openings. It is important these resources accurately reflect the employer. According to HireRight's 2013 Employment Screening Benchmarking report, 75 percent of visitors to a job posting page base their application decisions on the "look and feel" of the post. It is essential that recruiters' electronic material accurately and positively reflects the company's culture.

Tech companies should make data available to applicants before they come in. Tech company culture is often data focused. Information about the products your company designs, reviews and customer feedback, and plans for future developments that are readily available online will lead to better informed candidates who can come to the first interview with background knowledge and focused questions.

Be upfront and honest
The same company culture that can be inspiring to one applicant can be stifling to another. Putting a false representation forward to entice the most talent will only lead to a dissatisfied workforce. Rich Hein of CIO suggests giving job seekers as much transparency as possible. He also recommends that those interviewing for a tech position should be led on a tour of the company to get a look at what the environment is like. Seeing employees, work space, computer equipment and the general feel of the office will let them know if the culture is right for them. The HireRight report found applicants who are well-informed about the company during the hiring process are 35 percent less likely to experience job dissatisfaction.

Interviews should reflect the position
Interviews can be stressful. There is a desire to put the applicant at ease. If the company, however, is competitive and fast paced, then a low-key first meeting might be misleading. Nor should a company that thrives on creativity quiz candidates with a by-the-book employment questionnaire. Adam Foroughi, CEO of APPlovin, recommended in a Mashable article that it would be wise to include hands-on test projects when interviewing tech applicants. He suggests letting them get a feel for what type of work they would be doing and the kind of equipment they should be familiar with.

Positive culture practices can continue paying off
Referrals are seen as one of the more popular strategies to recruiting qualified employees. HRworld suggests referrals are a good tool for drawing in passive candidates, those not actively seeking new employment. Referrals come from satisfied employees who are happy with their current company culture and wish to share their contentment with peers. By introducing the culture during the initial stages of the recruitment process, companies can take steps to securing this form of job satisfaction.

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