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Do You Know Your Company’s Corporate Culture?

Every organization has a corporate culture and it is a huge selling point to potential employees.  When job seekers look for a new employer, they want work that is meaningful, but they also want to be happy.  By accurately describing that culture in your job description, you’re lining yourself up to get applicants who fit, not just who know how to do the job.

We’ve written posts about the importance of promoting culture in your job descriptions, but didn’t really touch on promoting the right culture. If you look at most job postings that mention a culture, they boast a great place to work in a friendly environment, blah blah blah. Is that really the culture? If it is, is it enough detail for a reader know if it’s for them?

Your job posting is a marketing document and, like all marketing documents, you need to understand your product, your target market, and then write your message appropriately.  In this case, your company is the product and your target market is anybody who would be a great fit for your company.  Understanding your corporate culture and writing a great message that matches the culture will ensure that you will reach the right people.

Do you really know your culture?  There are many kinds, and usually a hybrid of the following:Have you all met our humor consultant

  • Traditional, hierarchical cultures with strict rules and a chain of command that requires approval for everything;
  • Customer-first cultures that base all decisions around the customers and expect employees to drop anything to help a customer;
  • Employee-first cultures that foster strong teams and offer unique perks and flexibility;
  • Elite cultures filled with the best-of-the-best in the industry who have to meet exceptional qualifications;
  • Innovative cultures that thrive on risk and let experts run with ideas; and,
  • Rule-based cultures that require employees to meet numbers or follow exact procedures or else they’re terminated.

No culture is right or wrong if it is consistent with your organization’s strategy.  When you write your job description, don’t pick a culture that you think your candidates will find most attractive, but pick one that is true to your environment.  By staying true to your company, you will not only attract the right candidates but your eventual employees will stay longer.

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