Company culture can be defined as the crossroads between your corporate “vibe” or general temperament and the company values. A positive, productive culture is necessary for business success and to attract and retain the best talent. When a culture becomes toxic or stagnant you can see negative business repercussions that range from higher turnover to a negative reputation.
Below are the top signs your culture needs a change.
Negative Reviews on Glassdoor: Glassdoor is like Yelp for employees or potential hires of businesses. Glassdoor allows anonymous employee reviews on their work experience, company perks and benefits, management, and more. If you’re noticing your Glassdoor rating take a nosedive, make sure you’re listening to the feedback of both current and former employees.
Good Employees Are Quitting: If you’re losing quality employees, you need to take a look at your culture. Of course, talented people will move on from their current job – their talent makes them attractive to more employers. But if your company can’t hold on to any of the smart people you’re hiring, your culture might be to blame.
People Are Passing on Perks: Part of the reason companies offer perks like on-site massage, pop-up yoga, and free lunches, is to garner a culture of excitement and motivation within the workplace. If there are fewer people taking advantage of your office perks, it may be because they don’t want to be there anymore. Don’t confuse “culture” with “perks.” Perks are an added bonus, where culture is a representation of attitudes, communication, and values.
Lower Attendance at Happy Hours: If your out-of-office team events are getting a lot fewer RSVPs, it’s possible the culture feels so negative and oppressing to team members that they don’t even want to socialize outside of the office.
Higher Work From Home Requests: If you don’t have an official work-from-home policy but hear from managers that employees are asking to be able to work off-site more, it might be an indicator the office culture has taken a turn for the worst.
Company culture is key to a successful organization. If you’re seeing reduced productivity and employee engagement, have honest conversations with employees and leadership alike to start thinking about solutions that can create positive changes.
If you’re looking for the quality talent that’s going to elevate your company and impact your culture in a positive way,call RightStone today. We can help you find your next great hire.
The first step to getting a job? Successfully nailing the phone interview. Your resume is the calling card for your career; the highlights of your skills and experience that can help you get noticed. After that comes the first conversation. A phone interview is a chance for a recruiter to get a feel for your personality, gauge a little bit about if there’s a skill match for the position, get a better understanding of a possible corporate culture fit, and ultimately decide if it makes sense to introduce you as a candidate to the hiring manager. Here are some of the most common tech-industry phone interview questions – and how you should handle them.
“How familiar are you with [specific programming language]?” – This question will only come up for some tech positions, but don’t let its straightforwardness fool you. Companies want to know that you’re adaptable and willing to learn. Even if you don’t work in that specific language, make sure you’re clear about which ones you do have experience with and if you’re looking to add more to your portfolio of experience. Also, avoid simple yes or no answers by giving brief examples or context.
“Why do you want to come work for us?” – Before you talk to a recruiter, make sure you take a look at the company’s website, LinkedIn, or Glassdoor page so you can get a sense of what kind of business they are. What about their goals or mission statement resonates with you? Do they have a lot of positive reviews where people are excited to be contributing their skills to a worthwhile company? Are they developing a solution or product you believe in? Make sure to highlight your interest in the work the company is doing and why you want to be part of that specifically.
“What are your weaknesses?” – This question isn’t a trick. You don’t need to answer with, “Nothing, I’m great at everything I do” and you also don’t need to go into detail about how you’re bad at budgeting. Stay within the lines of the job description. It’s ok to be honest, as long as you can make it seem like it’s not a strong suit without making it seem like a hindrance. For instance, saying, “I’ve never been a strong extrovert, which is why I decided to build my experience in developing instead of help desk or administration work” can make it seem like you’ve identified a way to make your weakness work for you.
Later interviews will often ask for more examples of your work on projects and possibly ask you to do a work sample for evaluation. A phone interview is the first step to bigger conversations that can help you land your next job.
While there are more and more tech jobs opening up in businesses across the country every day, it’s still a competitive market. If you want to make sure you’re considered top talent, you need to take certain steps to ensure you’re being considered for every position. Skills, experience, and education are important, but How can you make sure your application stands apart?
Improve Your Resume: Chances are that you and the candidates you’re competing against for a position have similar skill sets and educational backgrounds. Finding ways to get the edge on your competition is important and it doesn’t need to be dramatic to make an impact. Have you taken any continuing education classes? Are you currently working towards gaining a certification? Make sure that even in-process achievements are listed on your resume. Also, make sure your resume is clean and buttoned up – have a friend or peer review it for errors, typos, or other issues. Having the right skills for a tech job is important, and being a clear, a careful communicator can go a long way towards helping make the right impression.
Do More Than the Minimum: Your resume and cover letter are important parts of your application, but they don’t tell the whole story and they certainly don’t have to be the limit of your application materials. If you can show a strong work sample – even if it’s not outright requested – you may be able to set yourself apart from your peers. Keeping an up to date digital portfolio of work projects and samples can help you effectively show employers why you’re the best candidate for the job.
Be Mindful of Social Media: Recruiters aren’t going to single-handedly depend on your Twitter profile to make a hiring decision but making sure your social media presence is professional – or at least not offensive – is an important part of looking for work. Having personality is important, but if it comes down to you and another candidate, you want to make sure you’re the one that the company will be proud to be associated with.
These small adjustments can go a long way towards helping you stand out for a competitive position. Looking for your next role? Get in touch today. RightStone can help you find the right job for your experience, skill set, and career goals.
As of 2019, Generation Z makes up about 25 percent of the US population. Defined as the group born between 1997 and the early 2010s, there are some features of this generational group that make it distinct from the generations that came before them. Here are some things to consider about this group that has already begun entering the professional workforce.
More Pragmatic and More Budget-Oriented: Most members of Generation Z grew up during a recession. That means they’re more practical than most members of the millennial generation and also more focused on saving money. This means salary will play more of a role in their acceptance of job offers.
Mobile Natives: Generation Z was born into an age of the internet. They are quick learners and are used to engaging digitally. If you want to recruit Gen Z talent, you’ll need to make sure you’re providing a good online application process; you might also consider offering Gen Z applicants their choice of Mac or PC or other digital perks like remote work.
Prefer Face-to-Face Communication: As digitally savvy as Gen Z is, they are used to things, including communication, moving quickly. In the workplace, email can be a slower form of communication that slows down their process, so many prefer to communicate face to face for a faster resolution. Creating a space that enables more collaboration and easier communication will be important to this generation.
Growth-Oriented: Generation Z works hard and wants to be rewarded for their impact. One of their biggest goals is to advance in a company and meet their full career potential. Gen Z will need acknowledgement to remain loyal to a company.
As the baby boomer generation continues to retire and more millennials step into company leadership roles, it’s important to make sure that the upcoming generation, Gen Z, is considered in the building and improvement of company culture as they will begin to make up a larger portion of companies in the coming years. Attracting and retaining the best talent is important for any brand. You might not be able to make everyone happy all the time, but it’s important to consider the needs of your employees as you shape employment policies. Even your physical workspace can help create the best possible balance for generation Z.
If you’re looking for your next hire, RightStone can help match you with the best talent. Give us a call today.