How to Recruit Like One of The Best Places To Work

Jun 29, 2016 - Joe Matar
It’s no secret that during Q1, many companies are focusing on attracting top talent. The 2016 LinkedIn Global Recruiting Trends survey of more than 3,800 recruiters found that 62% of respondents expect an increase in their hiring volume in 2016. [clickToTweet tweet="62% of companies expect to hire more in 2016 than they did in 2015. " quote="62% of companies expect to hire more in 2016 than they did in 2015. "] Unfortunately, recruiting is a highly competitive game right now. There are a lot of challenges when it comes to finding, hiring, and retaining the best employees. And yet some organizations make it look so easy. Each year Glassdoor releases its Best Places to Work list. Companies are ranked based completely on employees’ rankings and feedback about their employers. The recently released 2016 list contains organizations that have created a strong employer brand, thanks to the rave reviews from their employees. Needless to say, there are a few things we can all learn from these recruiting gurus on how to recruit like the best. Here are five recruiting tips from the world’s best employers:

1. Hire people who not only fit your culture, but also believe in your mission and are not afraid to speak up if they have a great idea.

At ARM we believe everyone deserves a voice and should contribute to the overall success of the company. Over the past 25 years we have grown, with our technology now shipping in a third of all intelligent electronic devices, but our founders’ principles remain. We know we must build world-class teams and we also know we must respect the individual.
– Jenny Duvalier, EVP of People, ARM Holdings (#7 on the 2016 Best Place to Work UK list)

 2. Assign homework and invite candidates to introduce themselves in a company-wide presentation.

Any smart company sees recruiting top talent as mission critical. Considering our ultimate customer is the patient — often coming to Grand Rounds for help during life’s most vulnerable moments — identifying ideal candidates takes on particular heft for us. We use a number of tactics to ensure both functional and cultural alignment. Nearly every candidate, regardless of role, completes an exercise designed to demonstrate skills they would use at Grand Rounds. As a final step, we also hold a ‘Meet Me,’ where the candidate offers ‘keep it light’ answers about who they are, what they have accomplished, why they want to work for us, and how they will contribute to the team. With executive team candidates, it’s a company-wide presentation, and feedback is encouraged and gathered from anyone and everyone.
– Owen Tripp, Founder and CEO, Grand Rounds (#2 on the 2016 Best Place to Work US SMB list)

3. Encourage employees to tell your employer brand story to attract new talent.

Nestlé Purina’s associates, and their passion for transforming the lives of pets and their owners, are our critical competitive advantage. So, we’ve made a concerted effort to step back and let our people tell our talent brand story. It’s authentic, transparent, and from the heart. We believe these stories help those who are Nestlé Purina associates — and don’t know it yet — find us and join our team.
– Steve Degnan, Chief HR Officer, Nestlé Purina (#9 on the 2016 Best Place to Work US Large Company list)

4. Interview for character and fit that aligns with your corporate culture.

Corporate culture is top priority for so many companies today, and while there are a lot of elements that go into building a successful culture, recruiting is one of the most critical. At Workday, our culture has always been the foundation of our success. We knew from the start that we needed to attract people who reflected our core values. One of the most important ways we do this is through the interview process. While a candidate’s intelligence and technical skills are important, we place more of an emphasis on a person’s character attributes. We firmly believe that it’s far easier to teach people what we do at Workday than it is to change the fabric of who they are. Building a successful culture doesn’t happen overnight. But if you clearly identify the type of culture you want and make recruiting for that culture a priority, the rest will fall into place.
– Ashley Goldsmith, Chief HR Officer, Workday (#35 on the 2016 Best Place to Work US Large Company list)

 5. When hiring, always remember that it’s your people that build a company, not products.

With regards to hiring, the number one thing we look for is cultural fit. If you review our online application, videos on our website, and questions we ask in interviews, it's 90 percent culture-based. Business is a team sport, so it's vital that the team is comprised of like-minded people who buy into the same mission. We firmly believe that with the right people and team, we can do just about anything and be extremely successful. Conversely, we understand that even if we have the best product or service in the whole world, without a solid team and culture behind it, we'll fail. Therefore, it's our #1 mission to find the right people, and then heavily invest in training them well for the task at hand.
– JB Kellogg, CEO and Co-Founder, Madwire (#1 on the 2016 Best Place to Work US SMB list)

Great Companies Start with Great Teams

If your company aspires to one day be one of the best places to work, it starts with recruiting the right employees. By building a strong team that aligns with organizational values and mission, you can create a work environment that will attract all the top talent you need. What other recruiting tips can help companies find the best talent in 2016?   [avatar user="mcowlin" size="thumbnail" align="left" /] Marc Cowlin is Director of Employer Communications at Glassdoor. Power Shift Ebook CTA