How to describe your company culture in a way that attracts top talent

Autor Hayden Gordine
Februar 19, 2024

When you’re seeking to hire new employees for your company, you’ll need more than money to attract top talent. Some of the most highly qualified candidates for a role aren’t just looking for the best compensation plan.

But how do you attract those candidates who will be a great cultural fit for your organisation? It all starts when you incorporate your company culture into your job descriptions. By highlighting your organisation’s unique traits and values in your job postings, you can attract the right candidates from the start.

Research by LinkedIn global talent trends shows that more than forty percent of job seekers view colleagues and culture as a top priority when considering career opportunities and LinkedIn posts by companies mentioning culture receive a 67 percent engagement boost.

Whatever it is that makes your company unique, find a way to let candidates know.

But what is the value of cultural fit for your organisation?

Company culture is undeniably a buzzword; however, it is so much more… It’s the secret sauce of your company – one that goes far beyond Friday night drinks and end-of-year parties. Company culture represents the living, breathing persona of your company, capturing the norms, values, and behaviours that define the very character of your business. Defining company culture isn’t just about policies and procedures, guiding principles or company traditions, it is about the shared values, attitudes, and practices that form the collective identity of your company.

Effectively communicating a well-cultivated company culture can provide the power to breathe new life into your employees, triggering higher levels of engagement, productivity and innovation, and is your secret weapon to attracting top talent. A well-defined company culture helps an employer and a candidate decide if they can achieve a good cultural fit, representing a successful alignment of values and beliefs mixed with diversity and varying perspectives so that they both benefit from the match.

The ramifications of not getting the right fit are significant for both the company and the candidate.

Defining your company culture?

Trying to define and describe your culture is a difficult process. In many circumstances, the answer to the question of what makes your culture different from other companies usually comes down to: “The difference is our people.” A great business leader knows that, ultimately, a company’s success depends on its people. This is why forward-thinking companies work hard to create an engaging organisational culture.

Here’s a structured approach to help you articulate your company culture:

  1. Define your mission, vision and values
    This is the key step you must take to establish your company culture: Your company’s mission, vision and values form the bedrock of this culture. Why? Because your mission, vision, and values express what your business wants to achieve, how it plans to achieve it, and the principles that will guide its actions. An important element here is whether the values that are communicated by a company are “lived” and fostered by the company’s culture. Candidates will often familiarise themselves with the company’s mission, vision, and values before an interview and will expect to see evidence of them at play. If those values are lacking, it will be more difficult to attract the right candidates.
  2. Diversity and inclusivity
    Diversity and inclusivity play a prime role in the development of a strong company culture. An environment that is diverse in all ranks will automatically be different from one that is not. Share the company’s commitment to diversity and inclusion. Describe initiatives or policies that promote a diverse and equitable workplace. Discuss statistics such as the number of diverse employees and their tenures.
  3. Leadership style
    All culture starts at the top, so it’s important to give a candidate a deeper understanding by describing the tone that the CEO, the board, and the executive team set and how they communicate it. Explain the leadership philosophy within your company. Is it collaborative, participative, or more directive? Highlight the leadership qualities that are valued and encouraged. Describe how they will integrate within the company and the role that they will play.
  4. Team dynamics
    Detail the physical and virtual work environment. Is it casual or formal? Is remote work encouraged? Mention any unique features of your workspace that contribute to the overall culture.
  5. Work-life balance
    Emphasise the importance of maintaining a healthy work-life balance. Discuss any policies or practices that support this balance. Detail the physical and virtual work environment. Is it casual or formal? Is remote work encouraged? Mention any unique features of your workspace that contribute to the overall culture.

In today’s environment, it is more important than ever to effectively communicate to potential candidates about company’s culture and for potential candidates to understand the company’s norms, values, and behaviours. The more honest you are and the more effectively you communicate to the candidate what’s important to the company and how it operates, the better the match will be and the higher the chances that both parties will benefit.

By effectively communicating your company culture, you not only attract candidates who resonate with your values but also contribute to a positive candidate experience. This alignment between your culture and the candidate’s expectations increases the likelihood of finding the right fit for your team.

As always, please reach out anytime to your local Taylor Root team if you or your organisation may benefit from Taylor Root’s specialist legal search and recruitment services.

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