Company Culture - "What's in Your Culture?"
We live in a world of growing change in our businesses - management turnover, economically driven organizational changes, mergers, acquisitions, divisional sell-offs, business splits, major customer changes; the list goes on. Company visions and values stated on the websites stay the same, but many times rarely reflect the true culture. CEO's, CFO's, and board level executives establish these personalities such as the way you do business, employee reward and recognition, associate involvement, customer service levels, and overall basic day-to-day decision-making.
Company culture can be pre-existing; not something employees bring with them.
Many Fortune level companies are well known for their cultures like GE, Google, REI, SAS, or Chevron and have their genetic code well engrained, whereas, the smaller revenue companies tend to be much more vulnerable especially with a CEO change or a Private Equity purchase. Obviously entrepreneurs have the largest ability to change the culture of their own businesses. And of course, HR departments can have a very profound impact on culture.
There are some very good companies with great cultures and there are some less appealing. One of the largest career mistakes is making poor decisions when choosing companies. Companies are like people; they all have their own personalities. Making a good match is critical to your career. I often ask, "Why did you choose this company to work for?" As a recruiter, the quality of companies you work for tell me a lot about your decision-making. This is a value many candidates do not realize the importance of, or the consequences.
The first view of a company's face is in the interviewing process. If you are true to your culture make sure it shows up front end in a well-planned interviewing process. Make sure travel logistics are covered well and communicated timely with a well-planned and attended interview agenda that is workable. Interviewers should have job knowledge and candidate information ahead of time. Interviews should be focused and dedicated with major players attending. Candidates should feel comfortable and important. They are making a decision as well.
Bottom line, clients that have a quality interviewing process where candidates come away with huge acclamation and appreciation for job and company generally get the best talent. "What's in Your Culture?"
Underwood Recruiting, Inc.