Business owners, principals and leaders want to know how the best executive recruiters sustain employer culture
If you Google “Company Culture”, in 0.67 seconds, you’re overwhelmed by 127,000,000 results. There’s an incredible amount of interest in company culture, because it’s perceived as the foundation for everything from employee stability, to corporate growth, profitability and sustainability. Most will agree that a Company’s culture is fundamental to the success or failure of that company, by any measure.
There are an incredible number of “measures” of a culture. Some say there are four types, some say eight and some say 10! There’s no one right answer. The question is really, do you know how to add those ingredients (both tools and people) which will support, then improve your culture? Do you know what and who not to add to that culture? The knowledge of both is absolutely critical! Couple that with the skilled talent shortage and you can see why recruiters are in demand. “Post and Pray”, isn’t working any better than ever and certainly fails when viewed through the lens of culture.
The most recent issue of AdAge had the annual “Best Places to Work” issue. There’s no question that better culture contributes to employee and stakeholder happiness, whether the company’s a start-up or Fortune 25. Happiness for employees isn’t necessarily driven by money, as it is for many other stakeholders. Still employee happiness leads to better fiscal results. “Companies that invest in their employees both at work and beyond the office yield big dividends. Top-ranked companies invest significant time and effort in creating, writing and sharing company culture and visions to foster an atmosphere of support and caring for their employees.
The factors that most relate to high workplace ratings encompass feelings of support, encouragement, empowerment and purpose—areas where top-performing companies exceed expectations.
Leaders of top-ranked companies make a conscious effort to provide support and benefits to empower their employees—both as workers and as human beings who have a life. Investments in employee empowerment and supportive services result in happier, more productive employees.
Employees’ experiences at a top-rated company tend to be better across the board. Employees at top-performing companies feel differently about their relationships with their co-workers and management. They respect and have fun with their colleagues and feel there is opportunity for advancement.”
As confusing as all that might be, we can all agree that some cultures are much better than others. In other words, different Companies have different Cultures. Sometimes Culture can come to dominate the perception of an Employer. Google jumps to mind. Some cultures are clearly more attractive to employees and clients, than others. If you have a culture that you like and want/need to sustain. First know what makes it what it is and then identify and recruit those employees who will contribute to that culture’s nurturing and growth. It’s easier said than done.
As a recruiter, I spend a lot of time trying to understand the values that make a company tick. Recruiting is not as simple as matching skills and experience. It takes time and building a relationship, so that the candidate trusts the recruiter enough to be truly open and honest. The recruiter needs to demonstrate that same openness and honesty from the beginning. It’s that open, genuine and honest relationship that leads to the deeper insights about whether a particular role is a good fit, for both the candidate and the culture. It simply takes time.
I’m proud of the fact that over 70% of our candidates, stay with our Clients for more than three years and that they’re consistently promoted. That happens because as a retained recruiter, I’m able to spend more time developing the relationship and really knowing and understanding the Client’s culture and the candidate’s values and goals. It makes a huge difference. The candidate can feel the openness and honesty also. They really appreciate it and always remark that they’re grateful. Win-Win! And that’s the goal!