Curious about Culture

Lately, there has been a plethora of information on company culture, and why it is important to attracting that so desired top talent.  Company culture would best be described as the beliefs and behaviors that determine how a company's employees interact and handle business communications.

There are several different ways you can learn about a company’s culture, even just by observing. When you take a tour of a company, look around; listen to conversations between employees, glance at the accessories in peoples’ offices, and make sure to ask questions.

It’s a smart idea to ask about your starting role in the company and how you will be evaluated. It’s very significant that the company understands your needs. Also, ask about how the company got started and what their personal values are all together.

          

There is no better insight than talking to the employees about their role in the company and the social aspect of it. Does everyone tend to get along?  Do you enjoy the working environment?  A new job is also a learning experience, which is why you should also discuss new skills you might learn or knowledge you’ll be acquiring.

Aside from asking questions and observing, make sure you do your research on the company. You can find reviews on Glassdoor, LinkedIn, and Facebook for more information. Culture is a vital part of a company, which is why it’s smart to take the time to learn about it before you take the next step. 

Please contact Connor | Caitlin at www.connorcaitlin.com for more information on company culture, and the importance of attracting top talent.

Who’s Interviewing Who?

As the interviewer, you should always be aware that your potential employee could have several other offers. You are doing more than just interviewing your candidate; think of it as you are selling them the job. During the interview process your candidate is likely (hopefully) taking mental notes about you as well, and the company overall. Therefore, it’s important to not only ask questions, but also inform them about yourself and your position within the company.

            

When it comes to the interview process, always be respectful towards your candidate and attentive when they are speaking. This will make your candidate feel more comfortable and important. Let them know about your company’s culture and how your executives make an effort to get to know their employees on a personal level.

Your candidate should also be informed that their opinions matter and their feedback would always be considered. Also, knowing that there are competitors, it’s critical to make a better offer. This way your candidate can compare salaries, healthcare insurance, benefits, and hours. If your candidate brings up a counter-offer they received from another company, always counter the counter-offer.

Aside from being the interviewer, always be prepared for your candidate to ask you some questions of his or her own. They will often ask about their career path, which you should always answer in a long-term perspective in order for them to feel secure at your company. Make sure you are also well informed about your co-workers and what they do because your candidate may ask what they are like to see if they will fit in.

This is a candidate-driven job market, which means top candidates can afford to be particular about which offer to accept, so always make a good case because they are interviewing you too.

For more information please contact Connor|Caitlin at www.connorcaitlin.com

Expansion With The Help of Social Media

Social media is rapidly changing the ways we do business. It is a great way to expand your business and increase name recognition. A study by the Internet Advertising Bureau UK found that 80% of consumers are more likely to buy from a brand that has a big social media presence.

The key to using social media as a means of expansion is to understand your target audience and what social media sites they use. For example, if your audience is younger, you might consider using Twitter, while you might use Facebook if they are older.

Remember that it takes time to build up a large follower base that will make a difference in your business. Don’t expect instant results and stay with it! Also, respond to feedback. No one wants to follow a page that doesn’t interact with them. This will help you keep your existing followers as you try to gain more.

Most importantly, remember that social media is simply a tool to increase exposure and to connect with your customers, so don’t spend too much time focusing on it! You still need develop products, grow your mailing list and sell your products. Social media shouldn’t replace marketing activities, it should complement them.

If you want more information, please contact Connor|Caitlin Talent Solutions.

Being a Good Employer: Culture

At Connor | Caitlin, we frequently discuss company culture and how candidates can fit into a company. We know that if a candidate is not a good culture fit, it will never work out in the long run for the candidate or the business.

Merriam-Webster defines culture as “a way of thinking, behaving, or working that exists in a place or organization (such as a business).” In our blog about recruiting we discussed being known as a great employer; company culture can make or break the appeal of your company.

When thinking about the culture of your company, there are a few key points to keep in mind. The first of these is defining and living out the company vision and mission. It is important to be clear about what your company expects inside and outside of the work place. Your employees represent your company whether they are on the clock or not. However, if you do not articulate the expectations you cannot hold employees up to them.

Secondly, communicate, communicate, communicate. Communication is vital to success in anything, but if you want to create a great company culture it is definitely essential. It is important to include all levels of employees in conversations about culture and create an open, friendly environment for conversations to take place.

Lastly, team building. When a company takes time to create teams out of its employees, the company shows that it truly cares about the employees and their work environment. Team building also allows employees to come together and communicate expectations and goals.

If you have any questions about company culture, please contact Connor | Caitlin.

www.connorcaitlin.com 

Bringing value to Coatings, not just through paint.

At Connor|Caitlin, we work exclusively in the Coatings industry.  With our 40 years of combined experience, we know our market and the major players.  However, we like to stay knowledgeable of the history of some of the top coatings companies.  Today I’m going to give a brief overview of The Valspar Corporation, to give an idea of why we value companies such as them. 

The Valspar Corporation is the sixth largest international paint and coating company in the world, currently based in Minneapolis, Minnesota. Valspar stocks customers in over 100 countries with an extensive range of high quality coatings and paint products.  Valspar’s motto is, “If it matters, we’re on it”, what an ideal way to grab the attention of customers and investors.

Valspar is associated with many other brands, such as: Cabot, Guardsman, House of Kolor, De Beer, Inver, Huarun, Wattyl, Solver, PlastiKote, and more. With their wide range of investors, Valspar showcases integrity and stewardship. Beyond all, the most imperative ambition for Valspar is to maintain an accident-free work setting in order for their employees to stay safe.

Valspar’s leadership, commitment, and investment aspects ensure their potential customers nothing but success and high quality. This company explains how they are committed to creating a long-term relationship with customers, employees, and suppliers. As long as it’s important to you, it’s important to Valspar.

Companies like Valspar are what make our industry shine.  If you are a top company looking for top talent, or talent looking for the top companies, please contact a practice leader at Connor|Caitlin.

Facts courtesy of http://www.valspar.com 

Pay me now or pay someone else later...

The Wall Street Journal had a great article this past Tuesday on how the rebounding economy is placing pressure on employers to raise wages or suffer turnover.  The economic indicators are strong. Growth companies are hiring which means opportunities to move to better paying jobs is a reality for key players looking to jump ship. While most good companies get lower unemployment is good for business, a lot of companies fail to realize that not addressing the wage gap from recessionary times doesn't just go away, it leads to decisions. 

People vote and they vote with their feet, if employers are careless about righting the wage constraints that impacted their business a few years ago, they will pay either way.  Great employers understand the direct impact that turnover has on productivity, training costs and employee morale.  In other words, to compete in the war for talent, a top grading company must be mindful that compensation is a big reason for the decision to leave.   

Worth and value are in the bucket of reasons good employees stay or leave but failing to look hard what you pay people is a key ingredient in the recipe for turnover.  In the end, paying your top talent their worth today is important but really understanding what that worth is may be a challenge.  Top talent will find it out what their worth is but usually this involves them giving their notice to really hit you in the face. 

If you have questions about wage modeling or talent strategy, contact one of our practice leaders at Connor|Caitlin.