How can you communicate your company's values and mission during recruitment?

The recruiter and hiring members themselves need to be convinced, first. How you treat prospective candidates (as simple as your voice, energy, body language etc) says a lot! Only then, the unique values that you showcase (through on/off channels) will shine!

One of the biggest areas to work on when joining a company is job descriptions, job ads and how the company is perceived from the outside looking in. The company values should always be listed as well as in automated response emails thanking applicants for applying, this is another opportunity to announce values. Values should also always be listed on sites like Indeed, Glassdoor and Linkedin to display company values to potential candidates.

To effectively communicate your company values and mission during recruitment, integrate them into job postings, share compelling stories that highlight these principles, and emphasize alignment with values during interviews. Utilize your company website, social media, and employee testimonials to provide a comprehensive view of your organizational culture.

Clear Employment Branding initatives starting with the candidate experience journey. How you treat potential employees says a lot about the culture it imbibes. Secondly demonstrating an element of reverse engagement allowing controibutions on how to continuously improve internal processes and external stakeholder engagement. Thirdly collaborative feedback regardless of the outcome. Not.only.does it.give an organisation a sense of accountability, candidates can also learn from the experience as a way to further develop themselves and identify areas for improvement

Wichtig ist es, die Unternehmenswerte transparent zu kommunizieren um mit den Erwartungen der Kandidaten abzugleichen. Auch auf das Team achten, für welches die Stelle gedacht ist - welche Werte werden dort gelebt.

Along side this point it is really powerful to have line manages exhibiting / displaying core values during the interview. This doesn't need to be overtly done but can be brought in to how the questions are positioned and phrased.

Our organization follows a specific interview structure where we utilize the STAR method technique. Our values play a crucial role in this process, and we aim to attract and retain the right people who share our values. We strongly believe that showcasing how we take care of our employees and what we expect in return will encourage long-term commitment from potential candidates.

Tying in values on a phone screen is valuable, and it doesn't have to be done super "in-your-face". You can do this tactfully and ask questions to prompt responses you'd want to see if there's a culture fit and if the candidate lines up with the company values/mission, and if the company lines up with the candidate values/mission. It is vital to find out crucial information earlier on in the process versus later on - bad news doesn't get better with time.

Interviewer plays a key role in this. They exhibiting values during the interview and framing questions that can bring out an opportunity for candidates to share examples of their values would be very helpful

Lors de l'entretien, le recruteur doit être en mesure de véhiculer les valeurs de l'entreprise et d'identifier si elles font écho auprès du candidat. Créer un dialogue de confiance avec le candidat permettra d'échanger sereinement sur les valeurs, sans jugement ni parti pris.

No hay mejor forma de relacionamiento, en aquel que la intención y la acción se demuestra en el día a día en una gestión natural en una jornada laboral. Destacar casos de éxito y testimonios que ilustren cómo los empleados actuales encarnan esos valores nos ayuda a entender el verdadero significado en el entorno laboral. Ser embajadores de marca es expresarse por cualquiera de los canales existentes y darlos a conocer en un proceso de contratación.

In Zeiten des Fachkr?ftemangels ist ein starkes Employer Branding unerl?sslich, um sich als attraktiver Arbeitgeber zu positionieren und die besten Talente anzuziehen. Authentizit?t steht dabei im Vordergrund; ein Employer Branding, das zu hochglanzpoliert wirkt, kann schnell als unglaubwürdig empfunden werden. Das Ziel sollte sein, dass sowohl Mitarbeitende als auch Bewerber:innen einstimmig sagen k?nnen: "Genau so, wie das Unternehmen sich pr?sentiert, lebt es auch seine Werte.'"

As redes sociais, especialmente o Linkedin s?o ótimos meios para mostrar aos profissionais os valores de uma empresa através de sua marca empregadora. Seguem algumas orienta??es: 1- Tenha uma página de empresa completa com descri??es e informa??es no campo "Sobre"; 2- Compartilhe conteúdos estratégicos que reforcem continuamente a miss?o e os valores da empresa; 3- Conte histórias de funcionários que tenham muitos anos na empresa ou que tiveram uma jornada de evolu??o e permitam que eles contribuam, seja com depoimentos em texto ou vídeos de como trabalhar na empresa mudou a vida deles; 4- Mostre que a sua empresa se preocupa com as causas sociais e diversidade e inclus?o.

Si pour un recruteur, les valeurs d’un candidat vont être importantes, inversement la culture d’entreprise et les valeurs qu’elle porte doivent faire écho à celles qui comptent pour le candidat. Comment partager les valeurs de l’entreprise lors d’un entretien ? - Honnêteté et transparence - Au quotidien, comment cela se traduit-il ? Donnez des exemples concrets - Démarquez-vous et faites-le savoir : Qu'est-ce que votre entreprise offre (son EVP) et qui la distingue sur le marché de l’emploi ? - Si ce candidat vous intéresse, préparez un support qu’il pourra emporter et consulter tranquillement et sur lequel les valeurs de l’entreprise, sa culture, et votre proposition de valeur sont clairement expliquées.

Le recrutement d'un candidat commence déjà lors de la rédaction de l'offre, avec l'intégration des valeurs de l'entreprise pour attirer les candidats qui correspondront le mieux au poste, et aux valeurs de l'entreprise. Vient ensuite l'entretien proprement dit ou les échanges permettront de véhiculer les valeurs de l'entreprise, et d'entendre les valeurs du candidat. Enfin, la cl?ture du processus du recrutement est l'occasion de récolter le feed back du candidat sur les échanges qu'il a eu avec l'entreprise. C'est l'occasion de voir si les valeurs de l'entreprise ont bien été entendues et intégrées. Le feed back permet de recueillir de précieuses informations et peut également renforcer la marque employeur de l'entreprise.

Según mi experiencia he visto como se refuerzan los valores a lo largo de los procesos transaccionales en los diferentes puntos o momentos en donde se relacionan con los posibles candidatos, enrique el compromiso, incluso de quienes son los responsables de contratar. Tambien cuando esto no sucede y se expresa solo a nivel escrito o verbal, la disyuntiva o doble rol en donde no existe conexión al momento de interactuar y que decir de la insatisfacción del equipo de contratación.

It is always the right time to convey your organisation's value proposition: ? Starting from your job description, which should clearly articulate core values and purpose statement. ? Once the candidate moves to interview stage, weather he/she interacts with recruiter or business teams, everyone in value chain should consistently communicate the value. ? There is no better way to do so, then drawing on your own experience of organisation culture. ? Lastly it is also a good idea to create a brochure that can be used in soft copy with interview invites or to be placed in meeting rooms, where visitors and candidates have discussion.

There is real value in ensuring the interview as a whole aligns with company values, including tailored interview questions specifically created to focus on values. This will also show the candidate that the company holds their own values in high regard.

This is one that I often see companies get wrong. If you’re hiring for a role and you’re a company that prides itself on excellence, being timely and having a great culture, then you better lead by example and ensure that that’s what the candidate sees during the whole interview process. If the recruitment process doesn’t reflect the company’s values, you won’t end up with the right candidate. Rather, you’ll attract the complete opposite and risk losing the foundational values of the company over time.

Making sure we communicate the results on time and closing the loop is very important to showcase the value system of the company. Many companies respond only to selected candidates and dont share any results with others, this needs course correction

Know your values first , many a times I have seen hiring managers and recruiters not having a fair idea of the values themselves . Make values as a habit so you do not need to make an extra effort for the candidates to see them . Display them proudly when you talk to them and give candidates an idea of how the values in your company help. If everyone displays them as a habit - the candidates will certainly not miss seeing them .

Embodying the culture and values of the company throughout the process of recruiting and paying very careful attention to "Candidate experience". Sending out an experience survey link immediately after the initial round of interviews is one of the best practices to follow to appreciate the time they have spent in interviewing with the company. Most importantly, "practice what you preach".