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Do NOT Underestimate the Role of Core Values in Hiring

Your organization has a job opening. You want to fill that opening with the best candidate you possibly can.

That means you’re offering that candidate a new job, hopefully a better one than they already have. (If they don’t have a job, then yours should certainly look better by comparison.)

However, as you probably already know, the job itself is just one of many things that should attract people to your opening. The others include:

  • The organization’s standing in the industry
  • The organization’s mission statement
  • The organization’s vision for the future
  • Opportunities for growth and advancement
  • The chance for more training and certification
  • Money and compensation
  • The company culture

However, it goes even beyond that. Your company’s core values also play a distinct role in attracting candidates and compelling people to want to work for you. That is why you should NOT underestimate the role of core values in the hiring process.

Which brings us to this question: what are your company’s core values?

Ideally, you should be able to rattle them off with no problem. After all, how can you expect your employees (or the people you want to hire as employees) to know what those values are if you don’t know what they are?

These days, workers (especially those who are younger and are part of the Millennial Generation) want to wok for an organization that does something more than just make money. These workers have an idealistic view of the world, and they take that view into their employment life, as well.

So if you know what your company’s core values are, then that’s great. However, if you don’t know, then you should find out as soon as you can.

Employees at every level of the organization should be able to identify the values, and those in management positions should be able to discuss them. Are the core values located in the employee handbook? On the company’s website? Are they in both places?

It goes without saying that hiring managers and company officials should be able to discuss these core values with candidates during interviews. This is all part of the “selling process.” However, remember that you’re selling more than just the job itself.

You’re selling the whole package—the job, the organization, the company culture, and the core values of the organization.

And if you sell the whole package correctly, then you can hire the candidates you want to hire.

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