The Golden Rule of Recruiting: Communicating Company Culture

Posted by The ConveyIQ Team

Company culture can be defined in a multitude of ways. Most often it is defined by a company’s core values, mission and working environment.
Candidates can be deemed a good culture fit by attributes like company direction, likeability of an individual, ability to receive feedback or perform - the list goes on. Every company is different. And, every company has their own standard for what makes someone a good culture fit.

My Experience With Company Culture

I interviewed at various organizations after graduating college, and I found static, vague, template careers pages. Every company boasted about their great benefits and featured stock photos of happy employees.
“We offer a great benefits package and free snacks in the office!”
Great. But what was I really signing up for?
These similar careers pages made it hard to see what really made each company unique and a desire workplace. If I couldn’t differentiate from these companies, were they all the same?
Now being in the workforce for a few years, I absolutely know that a company’s employer brand and culture are closely tied to its identity. Identity is so specific and variable from company to company. So, why do careers pages boast such similar information?
Unfortunately, defining a company’s culture is really challenging when it really shouldn’t be. It’s also crucial to attracting and engaging candidates in the hiring process to make them interested in your job offer over competing organizations’ offers.

How To Effectively Show Off Your Company Culture

Of course, an awesome, branded careers page is crucial to attracting and informing talent. But beyond something that is updated, punchy and mobile-enabled, this is a place to show off culture! Culture can spread far beyond just your careers page, though.
Here are some ways your team can show off your company culture to improve candidate experience and attract strong candidates!

Company Events

Candidates get a great taste of company culture when they can experience it firsthand. Spread awareness about any company events outside of work hours that are appropriate for candidates to attend. They’ll get a taste of the team they could be joining and have an opportunity to have some candid conversations. This gives candidates a chance to “interview” and evaluate their possible employer as well.


During the interview process, dedicate time for candidates to learn about your culture. A lot of interviews can fly by just discussing the role at hand and evaluating a candidate’s skills. Set aside time specifically to discuss culture - whether that is your team asking questions, sharing information or answering questions from candidates. Share why the culture is structured the way it is or why you’ve decided to implement such a work environment. This is often overlooked, but would make a huge impact!

Benefits & Perks

Company culture is so much more than just things like team atmosphere and office layout. How far a company is willing to go to invest in employees can also be tied to company culture. To show off your dedication to employees, give a comprehensive overview of benefits. Does your company match 401(k)? What is your vacation policy? To you reimburse tuition? This gives a candidate a clear indication of how a company treats its employees and values their hard work. Snacks in the office are great, but these benefits mean so much more!

Work-Life Balance

We can’t discuss company culture without discussing working hours. In my experience, what is considered a “great work-life balance” can be very subjective. This is particularly important to discuss during the hiring process. Both hiring managers and the candidate need to be honest with each other regarding their expectations. Share your work from home policy and how late people typically stay at work, for example.

Final Takeaways

If you are able to take anything from this article, whether you are a hiring manager or a candidate on the job market, be honest and open during the hiring process. Bland careers pages and vague company descriptions during interviews won’t get you very far. You won’t check every box for every candidate, and that is okay. Be prepared to answer questions around company culture and encourage candidates to ask as many questions around this topic as possible.
Shane Rodgers is a part of the Business Development Representative team at ConveyIQ. After graduating from Youngstown State University in 2015, Rodgers relocated to New York City to pursue a career in sales. When he isn’t helping recruiting teams with their war for talent (or find their next rockstar), you can find him spending time with family and friends, somewhere on a beach or hanging out in the Upper East Side.

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