How to Hire Great People to Create a Positive Company Culture

David Vigliotti, Vice President
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Part of creating a positive company culture involves hiring the right employees. Taking the time to think through what you’re looking for in a candidate helps you determine what to seek during the interview process. Including evidence of your company’s mission, vision, and values being represented in a candidate should be part of your hiring criteria.

Follow these guidelines to hire great employees to create a positive company culture.

Hire for Skills, Knowledge and Attitude

Identify what you’re looking for in a candidate. Include hands-on capabilities, knowledge of the industry, the role, and the right attitude. Although a candidate can acquire skills on the job, you need to know what they already can do. You also want to determine the candidate’s working process and problem-solving abilities. If they’re genuinely interested in a work-related subject, they’ll be able to discuss it with you intelligently. It’s important you determine whether the candidate has the right attitude. Look for someone smart, curious, friendly, and positive. They’ll blend with your culture and help attract other top talent.

Demonstrate Your Culture

Create a website highlighting your company’s mission, vision, values, and performance expectations. Show pictures of happy employees, your building, and anything else that demonstrates what a great place your organization is to work at. Include positive things your employees say about what it’s like working with their team, manager, and coworkers. Point out the fun company events they enjoy participating in.

Encourage Employee Reviews

Ask your employees to write reviews on Glassdoor and other sites. Candidates value unbiased reviews from people who work at companies they’re interested in. Reading feedback about company culture helps candidates make more informed decisions about where they want to work.

Streamline the Hiring Process

Ensure your hiring process is efficient and effective. Choice candidates don’t have the time or patience to wait and see if you want to hire them. You’re likely to lose your best candidates to competitors if you wait to make a hiring decision. Instead, provide candidate feedback within three business days after an interview. Even if someone isn’t a good fit for one role, they may be for a future position.

Share Culture During Interviews

Discuss your company culture when meeting with a candidate. For instance, share employee stories to help candidates understand what it’s like to work for you. Have a list of employee definitions of culture in their own words for candidates to read. Ensure employees include their reasons for wanting to work for your company. Candidates appreciate having a clear, honest perspective about what makes your organization attractive.

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