New research released by LinkedIn reveals many UK businesses could be missing out on hiring top talent by not doing enough to promote their company’s values to prospective candidates. The study revealed that working for a company with a ‘purpose’ is now a deal-breaker for more than half of UK professionals (52%) when considering accepting a job offer, this is even higher for millennials (56%).
Half of UK professionals would consider turning down job offers from companies that don’t share their purpose, according to LinkedIn.
Commenting on the findings, Dan Dackombe, director of LinkedIn Talent Solutions said, “UK companies risk falling into a values vacuum by not being clear on what they stand for or believe in. Today’s professionals are more informed and aware of the culture and purpose of potential employers, and are increasingly making career decisions based on these factors. Simple things like making sure your company values are reflected in job ads, mentioned in interviews, and included on your LinkedIn Company Page can help employers get noticed and make the difference when it comes to winning the best talent.”
RedBox Recruitment suggests that you:
1. Make your values clear on your company website
The research shows that 36% of recruitment professionals said that their company’s values are apparent from their website
2. Promote your company values during the recruitment process
A huge 61% of those surveyed admitted that they do not mention their companies values during the interview process and only 27% mentioned them within the job adverts. This shows businesses are failing when it comes to promoting their goal and purpose.
3. Get everybody involved with your brand and company values
LinkedIn has suggested that the problem could stem from a knowledge gap, with one in ten HR and recruiting professionals admitting that they are unable to articulate their own company’s values. One in five respondents also claimed that their company’s HR and marketing functions don’t work well together – or at all – to promote the company’s employer brand externally.
Jeroen Wels, VP of Organisation and Talent for Unilever, commented, “Our experience recruiting top talent echoes LinkedIn’s findings. We invest a lot of time and energy in making sure we communicate our values effectively and authentically so that potential new hires know what Unilever stands for, including our purpose, culture and principles. Through a robust content strategy, we have been able to give a real insight into life at Unilever.“Having an authentic employer brand that engages with our current and future employees is one of the key ways we can attract and retain top talent.”
If you promote the values that make up your company culture then you will find like-minded individuals who share those same values. This is turn helps you discover those who will be right ‘fit’ for your business. By clearly outlining your employer brand will make you stand out from your competitors and promote your company’s reputation as a great place to work. Talent will soon come knocking.