What’s the best way to entice top talents to come work for your company? You might assume it’s salary and benefits, and sure, those are definitely important. According to most studies, though, it’s actually organizational culture that’s the top draw. People want to earn a decent paycheck, but even more than that, they want to work in an environment that’s positive, collaborative, and transparent. This is even more true of younger workers; those millennials and below tend to rank organizational culture as their most sought-after workplace perk by far.
7 ways you can you develop an organizational culture that attracts top talents!
1.Don’t Be Stuck in the Past
One of the most important ways in which you can build an attractive organizational culture is to make sure that it’s modern. Are you enforcing an antiquated dress code? Do you shun employees who have piercings or tattoos? Are you unwilling to consider new workplace trends like telecommuting?
If it seems like you’re a dinosaur, and that your organizational culture is a relic, you’re probably going to have a difficult time drawing in cutting-edge talents.
Sharp minds don’t want to go to a workplace environment where they’ll just get dull. They don’t want to stagnate. Rather, the really great employees are going to be zealous for ongoing improvement, eager to get better and better over time.
Create an organizational culture in which that’s possible. Provide new challenges for your top employees. Allow them the space to hone their skills and accept additional responsibility. Build an organizational culture in which ongoing professional development opportunities are there for those who want them. And be ready to explain these opportunities to potential new recruits.
3.Facilitate Bonds Between Team Members
Something else that new hires want to see? An organizational culture where employees actually enjoy working together, collaborating frequently, productively, and cheerfully.
And here’s the thing: If the people in your workplace don’t get along, that’s not something you’ll be able to hide. New recruits will sense the tension and animosity as soon as they walk through your front door.
It’s so important to facilitate bonds between colleagues. Leave freedom and space for collaboration. Do team building exercises and retreats. Encourage collaboration across departments or divisions. Foster the kind of environment in which people enjoy coming to work each day.
4.Offer Work That is Meaningful
Your potential employees also want an organizational culture that allows them to do work that makes a difference. Not just punching the clock and going through the motions each day. Actually contributing something valuable to the big picture.
So what does that mean, exactly? I know I’ll sound like a broken record, but I really think it’s so important to have a clear sense of mission. Be able to articulate to new employees what your business stands for… and ensure your team members can articulate it, as well. And, be thoughtful in showing how each job, each role, each function is meaningful.
Something else I’d recommend? Avoid an organizational culture that seems inward-facing and secluded. Instead, make it clear to potential recruits that you’re active in your local community, and that interfacing with the public is something you value. This may mean supporting a local charity, sponsoring a local sports team, or participating in a local business forum.
The thing is, we all like to have a sense of belonging to something bigger than ourselves. Does your organizational culture offer that to new recruits? That can be a crucial aspect of drawing top talents.
6.Make Diversity a Priority
I wrote about the importance of an inclusive organizational culture just last week; read that post for some specific tips and guidelines.
For now, I’d just mention that, when a new recruit walks through the door, they’ll immediately notice the extent to which your team is or isn’t diverse. Make sure you show them that your workplace is welcoming to all kinds of people, and that no matter your new recruit’s walk of life, they’ll be able to find a place on your team.
Diversity is something today’s professionals value, and it can be a big draw to new talents.
One more thing: It’s never reassuring to interview for a new job and feel like the hiring manager is being coy, evasive, or withholding.
Don’t let your new recruits feel that way. Instead, prove to them from day one that yours is an organizational culture where transparency comes first. Be candid in answering questions. Let new employees know how and when feedback will be administered. And, clarify how they can deliver feedback to you, as needed.
Make sure the new recruits you bring in don’t feel like you’re hiding anything… because that would obviously be a turn-off.
There are plenty of things you can do to step up your recruiting and hiring efforts… but the most important step of all is to create an organizational culture that’s truly alluring.
I hope these tips point you in the right direction, but if you have additional questions, I’d love to talk. Reach out and ask me about organizational culture, or about my work as a motivational speaker, coach and consultant.