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
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Kirk Baumann says
Sharlyn,
I like this post! If everyone worked for the cool companies “just because”, then the cool companies wouldn’t be cool anymore. Culture is BIG and you have to fit within that culture. You can’t force yourself to fit in. If you do, you’ll be miserable.
I also like your comment about sharing the good and the bad about companies. All too often, candidates are exposed to the “bright and shiny shell” of the corporation. For every good, there’s a bad. How people approach this topic is the difference. For example, what if the interviewer told you something about the corporate culture you didn’t like or didn’t align with your values? If you knew up front, you could dig deeper and find out if you’re a fit or not, rather than getting the job with a company you “think you know”.
I’m curious to see what other lessons others pick up out of this post. Keep up the great work!
Kirk Baumann
Campus to Career
http://www.campus-to-career.com
Gina says
I have actually seen a trend of companies making choices on candidates because of the culture fit. I love this idea because it really is the key to performance and retention. Culture is everything- if it doesn’t suit you- you will not be happy.
Sharlyn Lauby says
Kirk / Gina – Thanks for the comments. Totally agree. This is where companies can create a very strong brand for themselves. Aligning corporate values and culture then recruiting, evaluating performance, rewarding and recognizing employees based upon what has been created.
Omowale Casselle says
Sharlyn,
Great post. Both employers and prospective candidates need to be more honest during the recruiting process. Is a company cool because all your friends said so? Or, is there something within you that makes you excited to get up each and everyday and do a great job? On the employer side, do you want to recruit a student from Yale because they are the best-fit candidate? Or, are you chasing the prestige associated with high yield from top universities?
By not focusing on the foundational aspect of culture-fit, it won’t matter how cool your friends think the company is or how many Ivy league graduates you recruited, because there will be a disconnect. Once this happens, neither the company or employee is happy.
Omowale Casselle
Sharlyn Lauby says
Excellent point Omowale about the definition of cool. I wonder how many people won’t apply at companies they deem “uncool”?
Omowale Casselle says
Sharlyn,
I think as more people learn about the wealth of potential opportunities by conducting pre-application research using social media & social networking, it will be much easier to find companies that they personally think are cool. We’re moving into a golden age of information sharing where no longer will it be acceptable to say, I didn’t know about this/that employer.
As the barriers to information are reduced, I think people will be a lot more suspicious of job hoppers who say they left an opportunity after a short period of time because didn’t know what they were getting into.
Omowale Casselle
Sharlyn Lauby says
Very true and not just from a recruitment standpoint. With all of the information available to us, we cannot put our head in the sand regarding the organizations we work for, do business with, volunteer at, etc.
Robin says
In my work mentoring women leaders through http://www.BeWhoYouAre.com (hence, finding this post in the first place), I find more women leaving their jobs for this reason than any other. “Be Who You Are” at work is the holy grail, and there is a growing sense that it can’t happen in any corporate culture, so these women strike out on their own. That is not always a bad thing, but the more potential there is for a truly authentic match, the more likely great talent will create great products and services.
Sharlyn Lauby says
Hi Robin. Thanks for the comment and sharing the resource. I like the holy grail analogy.