Millennial workers differ from previous generations in several respects—but I’d argue that the most significant is this: They don’t take jobs solely on the basis of benefits, nor even career advancement. Both of those things can be important, but more than anything else, the workers of today want to align themselves with the right company culture. They want to be a part of a business whose values and mission they can respect.
If you want to attract the best young workers, then, it’s important to turn your company culture into an asset—a selling point. But this isn’t just about getting the best talents. It’s about attracting talents who will fit within your organization, and align with its purpose and its objectives.
All that’s well and good—but how exactly do you use your culture in the recruiting process? Let me provide just a few brief recommendations.
Recruiting with Your Company Culture
Use Your Website
One thing I like is when company websites go into detail about the culture. This will require you to be specific and transparent. Saying, “Our team members work hard and play hard” doesn’t really reveal anything. Talking about specific team-building activities, showcasing the ways in which meetings are run to give all team members their say… those are the kinds of detailed accounts that can make your website a powerful showcase for your culture.
Embrace Reviews
Another way to be transparent about your company culture: Link directly to your company’s Glassdoor reviews, where past and current employees offer their feedback about what it’s like to work at your company. Don’t be afraid of your employee feedback; lean into it. (And if you are afraid, that might mean it’s time to make some changes at your business!)
Involve Your Team
You might also consider getting your full team involved in the hiring process. Rather than just having managers do the interviewing, get other employees who will be working with the new hire to sit in and provide their own feedback. They can be really helpful in answering culture-related questions that new recruits might have.
Make Culture an Asset
Of course, before you can really use your culture advantageously, you need to know what your culture is—and I’d love to talk more with you about how to define that. Contact me any time to learn more about my executive coaching sessions, where we can really hone in on culture.