It’s that time again – you have a position to fill! Talent recruitment is incredibly exciting but you might worry a new personality will throw off your team vibes. Bringing on a good fit means you must attract the right people.
Fostering a well-balanced team starts by welcoming applicants that don’t look like the current team – whether that’s related to skill sets, thought process, or physical appearance. Remember, potential applicants are evaluating your company as much as you’re evaluating them.
Here are the top five ways you can build company culture and diversity, starting at recruitment:
1. Job Descriptions
You carefully showcase your brand consistently across your customer-facing channels, but are you considering the applicant journey? The first stop is your job listing. Beyond the list of job requirements, here is where you can showcase your company’s unique qualities.
Read our tips for creating better job descriptions
A successful job description gives the candidate the opportunity to determine whether they would not only be welcome, but thrive, in the working environment you offer. By peaking their interest, you can drive them to your website to learn more about you.
2. Careers Page
From job listing to website, your potential new hire is starting to get a sense of who you are. Getting them excited about what their day to day will look like and who they would be working with ensures you receive resumes from qualified candidates.
It’s especially important your career page and online application puts your best foot forward. Make sure your page is representative of your brand, exudes your company culture, and demonstrates your commitment to diversity and inclusion.
If the candidate experience is positive, you’ll stand out every time. You wouldn’t show up to a first date in a wrinkly tee-shirt so be sure your career page is polished, because first impressions matter!
3. Messaging Templates
Once your pipeline is filling up, you can begin reaching out to your top candidates. If your recruitment software supports it, use pre-populated email templates to make sure you don’t miss an important bit of information and that your brand is represented. The first personal engagement with the candidate is representative of the employee experience.
A BambooHR survey found that 31% of employees have quit a job within the first six months and the top reason was a poor onboarding experience, which is generally defined as the first 90 days on the job.
To start your outreach, send messages with templates that use your company’s tone of voice and brand elements.
4. Culture Fit Interviews
The job your candidate applied for likely requires them to work with stakeholders across the organization: potentially collaborating cross-functionally, reporting up the ladder, or managing employees. That’s a lot of people relying on your new hire to work effectively.
Culture fit interviews are your chance for other team members to get to know your top candidates and for your candidate to meet the team.
This is arguably the most important step, and last chance, to determine whether the candidate is feeling your vibe and you’re into them. Don’t skip it! Your peers will help identify a strong fit based on their own company experience and understanding of the shoes/boots/flip-flops that need to be filled.
You’ve found the one, you’ve made a decision! It’s time to share the good news with your candidate, and hopefully they share the sentiment. Sell the candidate on your company being their best fit with a verbal offer first. Next, get the offer letter and other important onboarding documents off to your chosen one quickly and efficiently before they are snapped up by a competitor.
If your applicant tracking system has templates and stores these documents, you’re one step closer to sealing the deal. Signing virtually with E-signature is another way to streamline the process, leading both you and the candidate to discover HiringHappiness™.
As a recent new hire myself, I can speak to how important each of these steps are to the hiring process. Getting a sense for the company culture and values, the unique individuals I’d be working alongside, and how the organization functions are all factors in ensuring the company and candidate are the perfect match.