Theoretically, your candidate’s first impression of your company comes from you. In that initial call or email, your tone, knowledge and the way you present your client/company makes an imprint So, what is it that you want to say?
Every company has its own tone and culture. As recruiters and sourcers, it’s important for us to know the culture and align our candidate communication. Is the company you’re working for fun and playful? Than maybe a subject like “Join XYZ Company Softball Team” could work. Is it an intense work environment? Then maybe something like “Work Hard at XYZ and Enhance Your Experience As We Grow” is more appropriate.
It’s important for recruiters and sourcer to know the culture of the company they are recruiting because those are the questions candidates ALWAYS ask. If they are going to spend more time at work than at home, the feel and culture needs to align with what makes them comfortable.
Ways to find out about culture (besides asking), is looking at a company’s website, Glassdoor, Twitter and Facebook feeds, along with their Muse site (if they have one) and any articles that are out there about what it’s like working there.
The culture experience doesn’t stop with that first reach-out. It continues through the recruiting process to onboarding and beyond. When you have a new req/client, remember:
We are reflections of our company/clients, building brand, PR and feeling around our clients. We can pique curiosity, get someone interested, teach people about new opportunities and technologies, and help them along their career path.
When you communicate along company cultural lines, you help people decide if it’s a place they want to be. When we are looking to match companies and candidates, cultural fit is #1.