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What Does Your Culture Say About Your Company?

February 14th, 2014

In our fast-paced digital world, consumers face a dizzying array of purchasing options, and the products and companies that are best poised to thrive are those that are supported by a strong branding strategy. Smart branding can do more than just boost your product; it can also help you sell your company as a great place to work, and the stronger your workplace reputation, the easier it will be for you to attract the most talented candidates. So what steps can you take to build this reputation? Consider some of the impressions you make every time a candidate comes in contact with your organization.

Your Job Post

What does your job post tell potential candidates about your company? Is it well-written, inviting, warm, and professional? Or is it wooden, passive aggressive, and off-putting? Do you describe the company in glowing terms? Or do you simply provide a list of demands, with no mention of what your company has to offer in return?

Your Initial Contact

When candidates show interest in your company and decide to submit a resume, what happens next? Make sure your submission links are unbroken and your application process is easy and straightforward. And don’t respond to resume submissions with silence. Even if you use an auto-reply function, send each applicant a confirmation of his or her materials and clear instructions for the next step. Acknowledge the respect and effort that go into each application.

Your Interview Process

When candidates walk into the building and look around on the day of their interview, what do they see? Haggard, miserable people who don’t make eye contact? Or warm, friendly employees who appear to like their jobs and enjoy each other’s company? Smart candidates will keep an eye out for these kinds of cultural cues. They’ll also respond better to an interview conversation that’s honest and respectful.

Your Selection Process                  `

After the interview ends, strong candidates appreciate clear feedback and open communication. Keep your interviews limited to three rounds or fewer; three conversations should provide you with more than enough information to make your decision. Again, if you let the line fall silent without explanation, your reputation will suffer. And if you drag the process out indefinitely, ignore requests for a timeline, or schedule ten rounds of interviews, the best candidates will eventually be drawn away by other offers and only the desperate will remain.

Your candidates will work hard to smile, dress professionally, and create a strong impression of competence, warmth, and reliability. So show them the same level of respect. If you’re proud of this organization and you enjoy working here, share those feelings and highlight the qualities that help your company shine. Reach out to the staffing experts at Merritt for more information and guidance.

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