Birds of a feather flock together and companies with great culture know the messaging in their recruiting campaign should be as well planned out as their marketing strategy.
Companies are looking for brand ambassadors as much as candidates are looking for authenticity in company recruiting messages.
Tony Hsieh said it best, “Your culture is your brand.”
What can you do as a company to ensure your recruiting image reflects your culture?
Here are this Chick’s Picks for Hiring for a Cultural Fit:
Are you still thinking 3-5 years of experience is needed for a mid-level position?
Experience was needed when we obtained information at the speed of the annual release of Encyclopedia Britannica.
Obviously, information travels a lot quicker now and people are proving that if they have passion for a subject, they are leveraging YouTube, Instagram, About.com, and other sites to become subject matter experts in a much shorter amount of time.
What may have taken years in the past to learn about is now obtained with a quick Google search.
Taking it a step further, have you ever tracked the years of experience to see if it carries any bearing on a successful candidate?
Probably not. Job descriptions need to be more about combining soft skills and passions, as opposed to a screening criteria of years of experience.
Companies with good culture know the power in taking a less qualified candidate if they are a good cultural fit.
Candidates are confused as to what job title to refer to themselves.
Are you a social media coordinator, community manager, or social ninja?
You may be losing candidates because of your job title. If you are looking for a job board that challenges the status quo and seeks to give you metrics on the success of your job description, check out TrueJob.com where candidates can set preferences of key words from job descriptions, giving you metrics on what words attract candidates when looking for open positions.
A startup company I recently worked with still used hours of behavioral interview questions. Face palm.
Even Google knows that brainteaser questions offer no insight as to whether candidates will be successful on the job. What to do?
Consider throwing out your typical interview questions and have candidates submit a one-minute “Hire me” video.
Have them include their own personal values to see if their values match yours. Or ask them their top 5 travel destinations, the last book they read or a motto that describes their life’s purpose.
This will give you a better idea if they will fit into your company’s culture.
Startups like Airbnb and Lyft aren’t just attracting great talent to work for them, they are showing the next generation of workers that they can make an income by renting out their apartments or driving for Lyft in their spare time.
People are more than words on a resume and companies need to identify new ways of having candidates apply for jobs.
From making the hiring process a competition to having an “auction” where companies bid on talent based on a social profile, there is a lot of technology available to eliminate the need for critiquing the bullet point spacing on someone’s resumes.
Smart candidates are moving past the resume too by using tools like OneBio.me to showcase they are more than a bullet point.
If you’re a savvy candidate leverage the easy interface of OneBio.me to create a social profile for yourself that acts as a supplement to your LinkedIn profile. Be sure to include the link on your resume!
If you have trouble sleeping, try reading the typical company’s career page to help you sleep. These pages are typically static pages that offer no insight as to what it’s like to work at the company.
Career pages that are full of business jargon don’t inspire any intelligent candidate to apply for your open positions.
Instead of being word heavy, reach out to your brand ambassadors for their stories, pictures, and their social media posts about your company. Use what they are saying about you anyways to create a dynamic career page.
Social Media for Recruiting:
Your recruiter shouldn’t be only versed in sending impersonal InMail on LinkedIn to perspective candidates, they should be fluent at the power of social media to attract passive candidates.
More people get a job off Facebook than LinkedIn, so recruiters with a large social following not only make for great brand ambassadors, they make for powerful assets in drawing in candidates that would be a good cultural fit.