Crafting Company Identity: Building a Positive and Engaging Workplace Culture
Matthew Trzesniewski, Recruiting Manager – GRN Coastal
As a recruiting manager at GRN Coastal, we can see the landscape of recruitment has shifted. Candidates now view their jobs as part of their personal identity, not just a means to pay the bills. Let’s explore why creating a distinct company identity is crucial and hopefully provoke you to create an effective strategy that fits your team.
First and foremost – Attract the Right Talent:
A unique company identity helps attract candidates resonating with your values, culture, and mission.
You may want to Consider: Who are the specific candidates you want to bring in? What skills do they possess that will enhance your organization? What are they looking for in return from you?
You may be looking for ways to implement this – start by Building Brand Appeal and Standing Out in the Crowd:
Just like consumers are drawn to brands with a strong identity, job seekers are attracted to companies with compelling stories and distinct personalities.
Ask yourself: Does your company brand really stand out in the market? Do you know how outsiders perceive your team’s reputation?
Differentiation is key in a crowded marketplace. Showcase what makes your company unique to capture the attention of top talent.
Simply put, why would the top candidate in the marketplace want to work for you?
Once you have established why you’re the best in the market, then next step is even more critical – getting people to stay! Create a Positive Candidate Experience and Foster Regular Employee Engagement:
Candidates want to work for companies that value their individuality and recognize their contributions.
Can you provide the environment that candidates want to be a part of? As a hiring manager, can you create a vision for a role that others want to buy into?
A strong company identity fosters a sense of belonging and pride among employees, leading to higher productivity and retention rates.
Think about: Are you fully engaged with your teams? Are there specific questions or topics you can discuss regularly to maintain motivation? Do you offer unique activities or benefits?
The top candidates in today’s workforce want to be rewarded or recognized for their hard work and continued improvements – this often means revising bonus plans to increase financial compensation or giving promotions and awards to advance a professional career – and I’m not talking about increased responsibility for nothing in return to the employee. One of the biggest red flags we hear from the top candidates is that their employer recognizes their abilities and rewards them with more responsibility and nothing else – this creates a situation where people feel undervalued.
To conclude, making your company stand out and getting top talent to stick around requires a deliberate focus on creating a company identity and fostering a positive working experience that evolves with their goals.
By addressing the questions posed and implementing a strategy specific to your team, you can position your company as an employer of choice in today’s competitive job market. If you are struggling to answer these questions above, or need help getting started, then reach out to our team at GRN Coastal and we can help you.
