What are the best ways to use your practice's culture and values to attract and retain top talent?

To value and engage top talents in company, strategies that we can use is to communicate and counsel the existing employees or potential hires to make them feel that employer values their employees. During the hiring process, other than the skills you can assess the alignment with the company values of candidate. Positive work culture majorly impacts the employee satisfaction. To add the value, support on-going training and career advancement opportunities. And the last but not the least, offering flexible work and a healthy work life balance contributes to employee satisfaction.

Always understand your 'value-add' proposition with your culture and how it differs from others. For instance, how much traveling takes place in your business vs. the rest of the industry . Is it a remote focused culture? Do you as an organization promote from within? Moreover, understand core values , vision and mission of your company. A many of times understanding these components eliminates candidates automatically from consideration. If they do not fit into the culture do not try to put a square peg into a round hole.

As you are defining your values, compare them to workflows... processes... communication patterns... the way employees treat one another. If they don't all line up with the values that leaders state are important to the organization or practice... then there are some unspoken values impacting your workplace. It's as important to address those as it is to emphasize the values that you want to grow. For example... if your stated value is "team work and togetherness" but bonuses are all given out on an individual merit basis... you have a conflict. High performers will notice this quickly!

Culture is the environment a company creates for its people. Values are its guiding principles for decisions, actions, and behaviors. To define culture and values, you can use the Cultural Web and Culture Pyramid. The Cultural Web is a tool used to map culture and is a great way of looking at the different forces that affect culture. The Culture Pyramid helps break down Culture into two main parts – the Visible (what is seen and observed), and Invisible (hidden below the surface, but very much still exists). Remember, culture is "how things are doing around here", and engagement is "how our people feel about the way things are done around here!"

There are several effective ways to utilize your practice's culture and values to attract and retain top talent: 1. Define and communicate your core values: Clearly define your practice's core values and ensure they are reflected in your company's mission statement, website, job descriptions, and other communication platforms. This will help potential candidates understand your practice's culture and what you stand for. 2. Emphasize employee well-being: Highlight your commitment to employee well-being by offering work-life balance, flexible scheduling, wellness programs, and other initiatives. Providing a healthy and supportive work environment is an attractive feature for top talent seeking long-term employment.

People tend to connect with brands that they feel an affinity with, and one way to foster this connection is by sharing behind-the-scenes content that showcases your company culture. Behind-the-scenes content can help humanize your brand, strengthen your online presence, and nurture customer relationships. By providing a glimpse into the people behind your products and services, you can build trust and transparency with your customers. Examples include: Meet the team series, Product development process, Office tour, Employee takeovers. By sharing behind-the-scenes content, you can create a deeper connection with your customers and build brand authenticity.

To attract and retain top talent, it's essential to prominently display your company's culture and values in all branding and marketing materials. This approach helps prospective employees understand what your organization stands for and the type of environment they would be joining. By presenting a clear and authentic picture of your workplace culture, you can attract individuals who resonate with your values and are more likely to be committed to your organization. Member Jackie Chan movies where at the end of the movies, you could see scenes that flopped and how many times he got hurt. People like his movies not only because of his successful stunts but how many times he failed to get it right. Show the vulnerability and human side.

To attract top talent, emphasize your practice’s culture and values through compelling branding and content. Utilize social media, podcasts, and videos to showcase what sets you apart. Provide valuable resources, such as career development tips, resume critiques, and industry insights. This not only highlights your practice’s commitment to professional growth but also cements your reputation as a trusted advisor in your field. Engaging content that resonates with candidates’ career aspirations fosters a connection, making your firm a sought-after place to work.

1. Support a meaningful purpose: Align your practice with a meaningful purpose or community involvement. Demonstrating a commitment to making a positive impact beyond profits can attract top talent who share similar values. 2. Showcase testimonials and success stories: Encourage current employees to share their positive experiences working with your practice. This could be done through testimonials on your website, social media platforms, or during the interview process. Genuine employee stories can effectively attract like-minded individuals who resonate with your practice's culture and values.

One thing I've found useful is to ensure you've got a clearly defined EVP before taking your brand to market and talking about your culture and values.

One of the things that is more evident than ever, is that people want to work for an organization that has a clear purpose. Over the years, I have been impressed by team members who joined our organization because they believed in our mission, our vision and our values. When you are in a position to have your team articulate what your organization is about and what it is trying to accomplish, it conveys a very powerful message to patients, families, and new hires. Taking the time to clearly understand and articulate what your organization is about is key to success. It’s a message that needs to be articulated and modeled everyday. Helping your team understand their purpose, and connecting it to yours is incredibly valuable!

1. Conduct thorough interviews and assessments: During the hiring process, ensure that candidates align with your practice's culture and values. Use interview questions and assessments that evaluate their compatibility with your organization's mission and vision. 2. Continually reinforce culture and values: Incorporate your culture and values in all aspects of the employee experience, from onboarding to daily operations. Reinforce them through team-building activities, regular meetings, and setting an example through leadership behavior. By consistently emphasizing and living your practice's culture and values, you can attract and retain top talent who align with your organization's mission and contribute positively to its growth.

A great example is using behavioral interviews to not only showcase the candidates experience and competences but to also assess how they can be a culture add to the organization. You can add in some of the cultural values a preferred candidate may display in their response. On the flip side ensure that you as the recruiter and interviewer are displaying that yourself. Interviewing is a two way street and your candidates shouldn’t feel blindsided by the questions or dismissed in the process. Make sure that your questions are still clear even though you’re including an underlying value. Ensure that the process is efficient and allows for two way communication. This frames the company’s values as a positive experience for the candidate.

I'd agree with this. As long as layers of unconscious bias is eliminated through robust process or technology to ensure that when it comes to assessment of culture it's not subjective.

In the interview process, it is critical to emphasize what is important to the practice. The questions that are asked of the candidate should demonstrate to the candidate what matters. If the questions are all about productivity and how they go about getting work done, that communicates something clearly to a potential employee that is very different than including questions about communication, collaborative problem solving, volunteer / community work, etc. Also... tell the candidate why you love working there. Have other employees share their favorite stories as well. Share!

Create a scavenger hunt that encourages new hires to explore the company culture and values. The scavenger hunt can include tasks such as finding the company's mission statement, meeting with employees from different departments, and learning about the company's history. This activity is a fun way to introduce new hires to the company culture and values while also encouraging them to interact with their colleagues. Culture book club: Start a company-wide book club that focuses on books that align with the company's values. Encourage employees to read the book and then host a discussion group where employees can share their thoughts and ideas. This activity is a great way to foster a sense of community and shared values among employees.

Adaptive performance management: This approach helps employees adapt to any changes in their work environment. By using real-time data and ongoing feedback, employees can adjust their performance on the fly. This approach to performance management is particularly useful for employees who work in a fast-paced environment. Monthly recognition allowance: Provide a monthly recognition allowance to employees who embody the company's values. This allowance can be used to purchase items that align with the company's values, such as books, courses, or other educational materials. This approach encourages employees to continue to learn and grow while also reinforcing the company's values.

It is important to recognise that our culture and values are dynamic and evolve, they are not static and "set in stone". The culture can grow, as well as shrink with changing personal, the political climates or the leadership of the organisation. Ensuring we a mindful and watching out is vital to fostering a truly inclusive and adaptive environment. Actively seeking and valuing staff input through surveys, suggestion boxes, forums, and meetings is key to evolving our culture and ensuring it resonates with everyone's aspirations and needs. If we can involve everyone in various committees, teams, projects, and events, we empower them to play a direct role in shaping and enhancing our organisational ethos. They'll stay and advocate!

Include, include, include. Listen, listen, listen. Front line team members must be involved in the ongoing development of the practice if you expect these high performers to stick around! People want to be part of something they have helped to create!

Innovation suggestion box: Encourage employees to submit innovative ideas and suggestions for improving the company culture and values. This can be done through a suggestion box or an online platform. This approach empowers employees to take ownership of the company culture and values and provides a platform for them to share their ideas and suggestions. Culture hackathon: Organize a culture hackathon where employees can work together to develop innovative solutions to improve the company culture and values. This approach fosters collaboration, creativity, and innovation among employees and provides a platform for them to share their ideas and suggestions.

Like it or not, culture happens! Great organizations proactively influence its evolution, and then bring it to life across digital and social channels to drive recruitment and retention initiatives. One way to create a culture of integrity, teamwork, transparency, and accountability is to establish a culture committee that evaluates and implements culture initiatives. The committee should consist of employees from different departments and levels who act as culture ambassadors and role models for the rest of the organization.