How fun is your recruiting process? Not for you, but the applicant. If your organization boasts a fun work environment and encourages new hires to have a sense of humour, then shouldn’t you demonstrate that as a company while recruiting them?
Before going any further, let’s clarify that not every organization wants to have that fun, Silicone Valley-style corporate culture with ping pong tables. We all have different definitions of “fun” and to different degrees, and some organizations prefer to define their corporate cultures in other ways. Today, we’re going to provide some tips on where you can inject fun and humour, on any level, into your recruiting process.
The Careers Page on your website is the first place a job seeker goes to learn about your company before applying. It needs to reflect your culture. A common technique many HR departments already use on this page is interviews, either written or video, with current employees. You can continue to do this, and add lighter elements into the interview. For example, ask them to tell their favourite joke, their weirdest experience while with the company, or any other out-of-the-ordinary question. The way people dress and what’s happening in the background of a picture or video will also give an idea as to the company’s culture.
If you search through job descriptions on Indeed, you’ll notice that very few of them have that “fun” element to them. Most, at best, have a standard company boilerplate, followed by a description of the role and the requirements work in that role. That doesn’t scream “fun corporate culture.” Try including a few off-the-wall responsibilities or make light of the position’s stereotypes (make sci-fi references in a developer post, or comment on the accounting department’s obsession with being organized). You may also add some graphics, comics or memes.
Do not hire a stand-up comic to run a job interview, unless you plan to film it and make the next viral video on YouTube. Your top priority in the interview is to evaluate the candidate and their skills, so it needs to stay relatively serious, but you do have some opportunities to stand out. Interviewers have a habit of going on a power trip, trying to intimidate candidates and make them sweat — why? Keep the conversation light and add a subtle joke here and there. You may choose to evaluate how they react or respond to your jokes, but most candidates will remain conservative as opposed to exposing their natural wit. A couple quirky questions will also soften the mood and give you a chance to learn about the candidate’s creativity.
A Few Words of Caution
Comedy is a tricky thing. If you’re not funny, you come off as cheesy or offensive. Understand where to draw the line and run ideas by other team members, before causing damage to your company’s reputation. Also, it goes without saying, but take note as to where the fun should be minimal. For example, the first phone interview, salary negotiations, and the first-day policy review all need to remain serious and professional.
How can you spruce up your recruiting process so it better matches your corporate culture? Do you have an ideas you’d like to share with our readers? Please share them in the comments below.