Your culture can be your greatest recruitment asset

9 November 2020

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Laughter really is the best medicine, in everyday life and at work. In fact, businesses with high spirits in the office are likely to offer a very attractive culture that both new and existing employees will want to join and remain a part of.

Businesses spend vast amounts of money on marketing efforts and to drive brand awareness, but really, a business’s brand starts from within and in building a happy, enjoyable culture that’s promoted from the highest possible level within a company, recruitment and retaining procedures will be almost effortless.

Here are some of our top tips on creating a culture that’s fun, rewarding and a great advert for any company’s recruitment activities;

  • Being professional and serious are two different things – As leaders and managers, it is important to gain the respect of your peers but that doesn’t necessarily mean you have to remain serious and ‘in character’ at all times. Research has shown that managers with a sense of humour are more relatable to employees, causing them to feel much more comfortable, appreciated, motivated and engaged which in turn, has a great effect on productivity. Employees are then likely to become your biggest brand advocates, telling others how great your company is to work for.  


  • Find the right balance – Whilst its highly beneficial to create a fun, enjoyable culture and to encourage laughter in the workplace, too much can of course be detrimental and possibly put top candidates off. It’s important to find the right balance between the two opposites and to ensure that everyone within the company knows the limits, what’s acceptable and what isn’t.


  • Use your culture as one of your greatest recruitment assets – If you’ve got a desirable employee culture, with low employee turnover and employees that have served your business for many years, you’ve got a lot to be proud of and a lot to sing about, especially when talking to potential candidates during the interview process and even in your job postings and adverts.


  • Reward employee achievements – Having a great reward system will make employees feel valued, appreciated and empowered which will have many great lasting effects for your business and its ongoing successes, but it will also work wonders for your recruitment too. Top candidates will be attracted to a company that appreciates its employees but one that also goes to adequate lengths to show this.


  • Recruit for the company as well as the role – When interviewing candidates, it’s important that you acknowledge their skill sets and their suitability for the role in question, but it’s also highly important to use this time to determine whether or not they’re a good fit for your organisation. You can use things like behavioural questions to understand how they’d react to a particular situation, to determine whether or not that’s the kind of person you’re after.

We can work with you to ensure that your recruitment process is heavily centred upon your culture – using that as one of the main instruments to attract the very best candidates that are right for your business. Got a role that you’d like some help recruiting for? Get in touch with the SFR team!

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