Hiring beyond talent: Fostering your culture

It takes more than top salaries and unlimited PTO to attract the best talent. In a recent survey of more than 2,000 workers across North America, 73% of respondents said they valued good company culture over money at work. Even when weighed against other forms of non-monetary compensation, like time or location flexibility,  great culture is the clear winner. 

Responses suggest that corporate culture becomes increasingly important as workers age: While flexibility has an edge over culture among Gen Z workers, 32% of workers ages 35-44 rated office culture as their top non-financial priority. That number climbed to 40% among workers ages 55-64. 

Even the Gen Z-preferred perks like hybrid schedules and remote work are an off-shoot of culture: Both reflect the need for work-life balance.

We’ve compiled a few key tactics that have helped businesses on Glassdoor’s Best-Led Companies list promote a positive company culture within their organizations.

How to foster a positive company culture

Workplace culture is the mesh that binds employees and helps drive organizational changes when needed. Here are four ways to strengthen your culture so you can attract outstanding candidates and retain top-notch teams.

1. Start with leadership

Employees appreciate transparent communication and solid leadership. Workers at the organizations on Glassdoor’s Best-Led Companies list consistently praised their leaders’ communication skills, accessibility, and commitment to company values.

2. Create clarity around your company’s vision

If you want to use company culture to attract candidates, you have to define your culture. Consider your organization’s values and how they impact employee behavior. If your organization is built on working as a team, identify what that looks like. It’s one thing to say “Yes, I’m a team player,” but the picture becomes much clearer if a candidate hears that camaraderie extends to things like staying late to ensure colleagues get a project completed in time.

Make sure you’ve done your homework. Every team member in the hiring process should be able to articulate the vision and values of your company when talking with candidates. 

3. Confirm employees are a culture fit

Hiring a qualified candidate into an environment where they simply do not fit is a bad situation for everyone: The new employee will probably be unhappy, and you’re likely putting yourself in a situation where the exhausting search for the right candidate will need to be reopened.

You may understand what you’re looking for in a candidate, but it doesn’t hurt to get a second opinion with a cultural indicator test. Aside from providing some additional guidance around a candidate’s cultural fit, most of these assessments are conducted in a manner that helps prevent false positives. 

4. Maintain a compass 

Whether your company’s culture is stable or evolving, understanding the end goal will help you bring in new talent that fits your organization’s vision. 

Culture isn’t something that swings in a short period. There are times when a cultural shift is necessary to meet a future vision, but it needs to happen gradually. Think of it in the same way as an ocean liner changing course: Instead of yanking on the helm, gently adjust course until your bearings are reset.

Improve your company culture

As you meet, interview, and assess potential employees, make sure that you’re doing all that is necessary to foster the desired culture. Remember: It’s best to invest the time in finding great cultural fits to fill open positions rather than hiring as quickly as possible. 

Get started today to find the perfect hire to complement your company culture.