What Does The Feeling is Mutual Mean

What kind of employees does your business seek out?

Like breeds like. We will attract what we send out into the universe. To avoid sounding too similar to “The Secret” or other books on the power of visualisation, I will only discuss how your company is presented to potential candidates (and, by extension, potential customers) in the marketplace.

Does the way you think others perceive you match the way they perceive you themselves? Your employer brand’s corporate culture might not reflect your true corporate personality. It’s like your future husband’s first dozen dates with you; at first, he opens doors for you, engages in lengthy conversations with you, and agrees to watch “This is Us”; six months later, he’s sitting on the couch in his boxers, trimming his toenails.

What Does The Feeling is Mutual Mean

Therefore, despite your best efforts, your vision and mission statements do not adequately capture your company’s culture. The people it employs serve as its representatives.

You are not the one Who Defines Your Culture.

Therefore, when the subject of “culture change” is raised, your recruiting team serves as the hub for data collection. You can claim and define any culture you like, but the individuals who make up the business are creating a culture regardless of what it is. Here are some ways that we, the organization’s talent gatekeepers, can pay for our expenses:

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Intel Candidate

Do you ever inquire about the standing of your business from job candidates? Although it’s customary to ask a job applicant, “Tell me what you know about Acme International,” a slight modification to that question can yield some incredibly insightful data about how your company is viewed outside of its four walls.

What do you know (or think) about the culture at Acme International, in your opinion? The response might not be accurate, in which case you’ve started a fascinating conversation by asking, “That’s interesting, tell me how you arrived at that opinion?” Rule #1: Perception is reality for these people because they are actual (or potential) customers, not just candidates.

Intel Recruiter

Maintaining open communication with a few reliable sources outside is never a bad idea, even if you don’t use external recruiting assistance. You better believe THEY have something to say about how potential employees perceive your organisation. They can also help you see how you stack up against the competition.

Make the inquiry, “What is our reputation in the candidate community?” a standard one if, like me, you frequently receive solicitation calls from businesses looking to win your business. Both outcomes are positive; if they don’t know, the call is over. If they do, it’s important information.

Intel New Hire

The new brand ambassadors for your business are the individuals you have hired over the past six to twelve months. What has their prior experience been? How is the business different from or the same as what they anticipated?

Culture is dynamic; it shifts as your business expands (or contracts). Another advantage of reconnecting with recent hires? They understand that you place equal value on both the candidate and employee experiences.

Former Intel Employee

Who has a tonne of feedback, you ask? the individuals who left your company. Be sure to pay attention to this group, whether it be through Glassdoor or actual direct contact. You can find valuable information if you look for it, though it may not always be expressed in the nicest way. Go get some tough love; you’ll be happier for it. Additionally, the departing employee has learned that other companies, besides yours, also face difficulties, so perhaps the grass wasn’t really greener after all.

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Following that, it’s up to you to decide what to do with the information; possible outcomes include updated job postings, company profile descriptions, interview guides, attraction statements, performance documentation, annual reviews, and so on. Only if your message and your reality are in line will you be able to make things simpler for both yourself and your staff or candidates.