When working to attract the best employees to your Inland Empire company, follow the advice of the late Stephen Covey, well-known author of 7 Habits of Highly Effective People: “Begin with the end in mind.”
That is, your search for great workers starts with a great job description. And one of the important things you should include in the description is a bit of a portrayal of your company’s culture.
Are you laid back? Are you arty? Are you more traditional? Do you expect folks to work on evenings and/or weekends in order to be available to customers? Do you have pizza parties every Friday? Do you offer employees the chance to attend one or two career/job development workshops or seminars a week? Do you have employee turnover of less than five percent?
Anything that you think will help describe what it’s like to work at your company/department should be included in a job description. This helps a) attract people who will thrive in such an environment and b) deter those who won’t like working in such a culture from applying.
When it comes to actually interviewing candidates, take a few moments to go over again what the company’s or department’s culture is like. Are you a manager who’s a true stickler for derrieres in chairs by 8 a.m., or is your department a tad more lax in that regard? Do people tend to go out to lunch together, or are they eat-at-their-desks sorts?
This type of information helps a candidate decide if he or she would enjoy working at your company/in your department. You can also gauge how well he or she would like working in such a culture by body language as well as by how many – or how few – questions the candidate asks about the activities mentioned.
How well regarded is your company in your community? Do you have a reputation as a great place to work? Or not? Obviously being known as a great employer will help attract top candidates.
But what if you don’t know what the community thinks of you? How can you find out? Ask your current employees. Ask the people you interview. As you go out and about on your time off, ask store clerks, your dentist, your hairdresser, your friends and neighbors what – if anything – they know of your firm.
Knowing if you have a good or bad reputation can be a tremendous asset, allowing you to change some aspects of your culture that are negatives when it comes to attracting great people and keeping and even growing those that are seen as positives.
When you’re looking for talented and dependable people for your Redlands-area firm’s temporary and even direct-hire opportunities, call upon the recruiting experts at Arrow Staffing. We look forward to hearing from you.