Take the Lead on Your Company’s Positive Culture Shift
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Strategy

  • Jake Pshock
  • Career Advice, Culture, For Employers, Leadership
  • April 1, 2021

Take the Lead on Your Company’s Positive Culture Shift

Are you unhappy with the culture of your company? Don’t look to ‘jump ship’ when the culture isn’t meeting your expectations. Be a part of the change by capitalizing on the roles played by team influencers and managers. A company printing its mission statement or core values on the wall is not enough to improve team comradery or employee morale. A genuinely supportive and winning culture is built upon trust and communication between all employees, whether in a leadership position leadership or not.

Here are three steps you can take to initiate change in your company’s culture towards increased employee engagement, retention, and candidate appeal.

Map Out What A Positive Work Culture Looks Like To You

What does a healthy and uplifting work culture look like to you? Do you want to see more diversity and inclusion across your team? Do you aspire to have more employees’ impact heard or seen? Organizational culture is not something you can fully control, but there are specific steps you can take to inch closer to the work environment you desire.

A common mistake leading to incohesive work culture is when management adds a new element to the organizational map that does not tie into the existing culture. Define the set of desired values and behaviors that you want to be aligned with your strategy and brand. What are the pillars that you want to make up your company’s culture? Some key examples include increased intentional communication such as C-suite office hours, company-wide events (abiding by your Covid-19 restrictions), performance recognition, or employee training and growth opportunities that push people out of their comfort zones. When you reinforce positive behaviors, you establish a foundation for employees to feel comfortable speaking their minds.

If you are not in a position of leadership, speak your mind to someone who is. Share the aspects of the presently set work culture you want to retain and the aspects you hope to abandon. As you walk through this process, be sure to get others involved who want their opinions voiced as well. Measure and demonstrate the effectiveness of the current culture and desired changes through employee surveys and behavioral analysis. After all, open communication is the part of the precedent you are likely hoping to becomes an everyday occurrence.

Lead By Example

It’s easy to forget the values your organization has set in place as you walk through your day-to-day assignments, but you can never let that be an excuse. The easiest way to gain respect from your co-workers is through accountability, professionalism, and hard work. When you step up, you are encouraging others to do the same. Whether you are in a leadership position or not, any employee with a position of responsibility can set a precedent for overall employee performance. If you have expectations for others that you cannot meet yourself, your intentions and leadership will emerge as dishonest. 

Is your organization successfully molding new leaders or merely providing direction without opportunity for growth? Consider how your brand and business culture tie into your recruitment marketing strategy. Reinforcing an elite reputation of a lively, encouraging, and team-oriented work culture full of open communication can unlock your vacant job listings to the top-performing job candidates you seek. 

According to a recent Glassdoor study, 77% of adults would examine a company’s culture before joining, and 56% say company culture is more critical to their job satisfaction than salary.

Remember, Change Doesn’t Occur Overnight

A change in behavior doesn’t happen overnight, and neither will your culture shift. It requires long-term intentionality, practice, and accountability from the whole team, built on the shoulders of your leaders. Depending on the gap between where your culture is today and where you want it to be, your timetable could be months or even years. One specific step you can take is to establish a ‘culture committee’ to represent the voices of all employees that meet monthly to reflect on various concerns and company highlights. Failure to install this platform for feedback can result in resorting back to previous patterns.

Stop waiting for the timing to be right or for the right people or resources to arrive. If you are ready for change, now is the time to get started. Be the difference.

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  • Jake Pshock
  • Career Advice, Data & Trends, For Employers, Recruiting
  • March 19, 2021

Recruitment Marketing: Get Top Talent To Your Active Listings

Nearly one year ago, Americans saw the unemployment rate hit a high of 15%. Today, according to the Bureau of Labor Statistics, we sit at 6.2% (~ 10 million Americans). While the unemployment rate continues to creep back towards its original 3.8%-3.9% baseline, there is still some progress left to be made. According to Monster’s Future of Work Report, bright times are ahead as 82% of U.S. employers reveal plans to hire in 2021.

However, with the influx of job seekers eager for a new opportunity, it is an arduous process filtering out the underqualified candidates and luring in the elite ones. From employer branding and paid advertising to candidate engagement, your recruitment marketing strategy plays an essential role in building your candidate pipeline with top talent. With the help of the team at Pragna Solutions, we reveal their four stages to a well-rounded recruitment marketing model:

1. Entice

The virtual aspect of the hiring process brings difficulties through candidate assessments and pre-interview screenings. Not to mention, the most qualified candidates may be carrying a different job while passively looking for the ‘right opportunity.’ When you do find that all-star candidate, chances are that other employers found them too, and they are weighing multiple offers. However, the right features can turn any passive candidate into an active one. 

In a recent survey from Monster, they uncovered the five job features candidates want out of their employers:

 – Flexible Work Schedules (38%)

 – Salary Protection (35%)

 – Health Policies & Protocols (30%)

 – Training staff to the new ways of working (29%)

 – Shifting to a more remote work environment (25%)

Showcase your company as a great company to work for by spotlighting your recent successes, awards/recognition and offering a taste of the company’s culture.

2. Engage

Outside of simply posting your job to your website or sharing it on Facebook or LinkedIn, there are other means to finding great candidates. Be sure to utilize the networking tools across social media to begin a direct conversation. Don’t wait on job-seekers to make the first move on an opportunity that may have never crossed their screen. Utilize features such as LinkedIn’s ‘Open to work’ tab or LinkedIn Groups to make personal connections. 

As conversations with qualified candidates progress, you will learn the specifics they are looking for in their next job and let them know they are attainable. The more candidates you converse with, the more you will uncover the employer persona you need to match. Through these intentional recruitment marketing efforts, the highly qualified candidates will start coming to you rather than the other way around.

3. Convert

When the candidate has expressed interest in your company, now it is time to make the final push. Stay gently persistent as you keep them engaged. If you start overselling the job, you will create an uncomfortable situation that may cause them to back out. Provide specific details to the job opening, the growth they can achieve (and be a part of), and how the opportunity matches up with other jobs in the market. When you are just moments away from that signed contract, you can reveal all the compensation, bonus, perks, and benefits that come along with the role. 

4. Hire

Maintain the mindset of a marketer for your recruitment success. The employees you want as a part of your team will be resourceful and selective in their research, so you must do the same. Don’t continue to view candidates as just another resume, but rather as consumers wanting to be impressed and won over. To receive the best-of-the-best, you must place yourself in their shoes and cater to their desires. 

Job Description Insight

Conduct research into the jobs available in your shared location, industry, or job title. From the position title, opening hook, and company insight to the role’s ins and outs, bringing in the best candidates demands relevant keywords and compelling language. In the end, ask the difficult question, “Would I apply for this job after reading this?” If you answer ‘No’ and can point to a reason, you know where to begin. If you are struggling to construct the perfect job description, here is a brief guide for you.

Want more tips? Check out these 15 ways Forbes Coaches Council recommends you ‘switch up’ your hiring strategy to attract the ideal candidate.

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