Most candidates ask their potential employers in-depth questions about the company during an interview. According to Gallup, “high-quality” candidates tend to ask questions that focus on a company’s culture and whether its values align with their own.
But does culture begin with the company and end with its workforce, or vice versa? The answer is simple: People build company culture, but it starts with recruiters. As gatekeepers, recruiters shape culture in important ways.
The Keys to Culture
Company culture touches every corner of an organization. According to research from Deloitte, 94 percent of executives and 88 percent of employees “believe a distinct workplace culture is important to business success.” Such a culture takes time to build; it can’t be established overnight.
How does a company let people know its culture is more than just free snacks and flexible work environments? How does a company show employees that their work empowers the organization as a whole? The best approach is to recruit in a way that builds a strong and sustainable company culture.
First, company leaders have to understand what separates a top-notch culture from the competition. Many companies mistakenly focus on trivial things — swanky offices, work parties, ping-pong tables — when they should instead focus on the real, intangible core of culture. According to Great Place to Work, some of the most important elements of culture include:
- Trust: According to Great Place to Work, 83 percent of employees at Fortune‘s 100 Best Companies to Work For say they trust their managers, compared to 42 percent of employees at an average workplace.
- Community and Caring: When company leaders values employees and invest in their well-being, employees respond with dedication, cooperation, and engagement.
- Innovation: Companies that innovate and create safe spaces for employees to do the same retain employees at higher rates than companies that stick with the same ideas.
- Fairness: Employees appreciate working for leaders who give them the opportunities they deserve and compensate them fairly for their work.
What a strong company culture looks like in practice will necessarily vary from organization to organization, but as long as leaders make these values core elements of their cultures, they will reap the rewards. Recruiting great employees is the first step in cultivating these values.
How to Build a Great Company Culture
It’s easy to credit executives with building a great company culture, but in truth, it all starts with the recruiters. Think about it: If a team’s energy levels appear to be low, recruiters and hiring managers know they should look for high-energy, talented, and driven individuals to help even things out. If a groups lack original ideas. . .