- Posted by Vidcruiter
- On August 29, 2012
- 0 Comments
- applicant hiring system, future of recruiting, recruitment 5.0, talent recruitment system
The importance of finding candidates that fit your company’s culture is very important in today’s highly globalized economy. The feeling to “belong” does not only prove to be just an emotional reward for company culture building. It is now a strategic necessity that can bring about long term corporate success. People-centered organizations are taking extra care in developing their recruiting and staffing tactics so that they can be sure that they are attracting the right people to work for them from the very beginning.
Company culture as part of the business strategy
Organizations now have a take-it-or-leave-it job offer that does not focus on job descriptions just yet. Instead it focuses on the comfort level of prospective applicants to join their ranks and what it means to do just that. Some companies trumpet zero bureaucracy work environment, others announce flat organizational structures, and some capitalize on fun, cubicle-free work spaces. Candidates are encouraged to identify to these cultural “hints” first before pursuing application. This approach traces its roots from the aligning of HR functions to the company’s business strategy. It simply implies that human capitalization first before aspiring for anything else.
Redefining company culture
Once upon a time company culture was an incidental element to an organization’s existence. It is often developed and strengthened with very intentional interventions through the years. It is in many ways an acquired personality from an organization’s business practices. Today defining company culture is part of the ideation of a company. Businesses are now very clear on what they want to be and how they will be conducting their business to achieve their goals. Vision, mission, and values are given utmost value treating it like a corporate compass. This actually made talent management easier. By knowing the company’s identity from its inception, sourcing, selecting, and staffing people is cheap and effective.
Business performance and the right people
Human resources management trains for skill, but hire for corporate fit. You can easily have the best chief executive officer in the world as far leadership and talent is concerned, but if he does not fit in culture wise, he will do more harm than good while serving in the organization. A high performing workforce is more about the intangibles, not on measurable individual competency. Business proficiency can be learned, but being one with the organization is a marriage planned out on the outset of pooling desired applicants.
The future of talent management
Talent management will be the cutting edge of corporate strategy in the future. The sword that wields that cutting edge however will be corporate culture. Employment branding will be the forefront of talent acquisition and not compensation packages, impressive career pathing, and other old school HR acrobatics. Attracting the right people will have to be about presenting an organization that “feels right from the very beginning”. Today, people can identify a few companies they want to secure employment with. The amazing thing is that when people are asked why they want to work for these preferred employers, they can enumerate many reasons that are consistent with how that company wants to be perceived. The key question therefore is this – are you clear enough on your employment branding message?