During the last Social Recruiting Summit, a very interesting dialogue took place regarding what job candidates are looking for. The conversation revolved around the fact that candidates are looking to work for a company where they can “be who they are”.
Makes total sense. Let’s face it, we all want to be around people – whether it’s our family, friends or coworkers – who allow us to be ourselves. Where we don’t have to fake being happy. Where we can express a concern openly. Where, if we’re having a bad day, people will just leave us alone and let us work through our funk.
The thing is, though, companies want the same thing. Sure. They want to be who they are too – meaning they want to have their own culture.
Earlier that day, the conference attendees had the chance to hear Richard Cho from Facebook talk about the Facebook culture. It was an enlightening presentation about an exciting company. My guess is we all would have filled out an application to work at Facebook right on the spot.
But that’s the problem.
Not everyone is right fit for Facebook. Sure, they’re an iconic firm like Google, Southwest Airlines, Disney, Ritz-Carlton…and the list goes on. But if we’re honest with ourselves, being “who we are” might not mesh with their culture – as much as we might want it to.
And, this is the challenge with the recruiting process:
- Is the candidate being who they are in the interview? Or are they saying whatever they need to in order to get the job?
- And is the company sharing who they really are – both good and bad – to paint an accurate picture of what the employment experience is like?
I can’t help but wonder what the recruiting experience would be like if candidates walked away from cool, popular companies because the culture didn’t fit them. And, if organizations shared more of the downsides in the corporate culture and questioned during the interview how a candidate would deal with them.
Image courtesy of kevindooley