Creating Fun and A Little Weirdness

Written by Vicki Lauter on . Posted in Attracting Employees, Retaining Employees

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Based on the title you probably think I am going to write about Zappos, the little shoe company that could, and did. Well, you are partially right. While most people already know about Zappos and their unique culture, did you know that there are ways YOU can make YOUR company fun and a little weird place to work too?

If you are a small business owner, large company executive or manager of people you are sure I am off my rocker right about now – talking nonsense about how you too can have a company that’s “fun” to work at. Before you decide to delete me hear me out.

I am not saying you have to have to let your employees bring their dog to work or provide a ping-pong table for them.What I AM saying is your company can be a place known throughout the land as a place that provides an environment where people thrive, and the business grows because people thrive. I bet you didn’t know that Zappos received 25,000 qualified applications for employment in 2009; they only hired 258 people out of that pool. I know you don’t have the bandwidth to review 20,000+ qualified applications, but I have listed below a process by which YOUR Company can become known as a place where people WANT to work.

  1. Create an Employee Value Proposition. Have your employment brand tied to your business strategy. Understand why people want to work for your organization; develop a program that attracts your ideal candidates. By doing this you are consciously creating your company culture.
  2. Make Candidates WANT to work for you. Have a strategic selection sourcing strategy in place to help you get the right talent in the door. Benchmark your jobs – Then you can assess your candidates against the benchmark.This helps you get the right people in the right role with the right skills.
  3. Develop a hiring process, and then follow the process you have already set up. Make sure everyone who is involved in the interviews knows the process and follows it.Hold your team accountable for selecting the best.
  4. Showcase your employment brand during the interviews. Let candidates know why people choose your organization. Remember they want the right place, and you want the right people.
  5. Choose Wisely. Your whole talent management strategy and hire process comes together here. You have assessed and personally interviewed your candidates.Conduct due diligence and references to ensure your team chooses the right people.
  6. On Board them. Have a 90 day integration plan to get people acclimated to the company. If they match the benchmark and fit the culture you are more than half way there. Don’t let them sit in a corner office filing out forms the first day; assign them a buddy.Set a meeting with the hiring manager and bring them and the other new hires together for camaraderie, so they can start off excited about being at your company.

Becoming an employer of choice takes a little effort but the rewards for your organization will be amazing. Take a look at Fortune Magazine’s Top 100 as well as Inc. Magazines Fast 500 places to work.Maybe you’ll be inspired to get your company on one of these lists one day.

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