Q and A: Exclusive Interview with Lindsey Linder

March 23, 2022 by Verified First

Perlick Q&A Blog

Throughout the “Great Resignation,” we’ve explored how today’s talent market has shifted to cater to the candidates’ demands in our HR at the Table webinar series. Our conversations with notable HR and Talent Acquisition professionals have explored how companies can appeal to a candidate’s market, and one element remains key no matter the business size or acquisition strategy - a company’s culture. 

In Episode 3 of Season 2, we were joined by Lindsey Linder, VP of HR at Perlick Corporation in our chat, “Answering Candidate Demands: HR’s New Calling”. Lindsey detailed her vast experience in HR and provided our audience with great insight into why company culture is so important in recruiting today’s talent market. During our conversation, she answered three major questions about company culture that is crucial for HR and TA professionals to grow their talent pool.

  • Why is investing in company culture so important in today’s talent market?
  • What are the non-negotiables candidates look for in a company’s culture?
  • How can you leverage your company’s culture to drive talent acquisition?

Why is investing in company culture so important in today’s talent market?

In a candidate-centered market, companies must compete within their industry to attract talent. Offering a competitive salary will no longer guarantee a win. Candidates are looking for the overall package to sell them on a position.

A company’s culture is a look inside the daily lives of its employees and how they are valued as people and as team members. How your company appreciates your current employees affects the way candidates view your company before they enter the candidate pipeline. According to Built In, 46% of job seekers said that company culture is a top determining factor in choosing to apply for a position. 

Lindsey detailed how Perlick’s company culture plays into establishing an employee value proposition (EVP). An EVP is a strategy for how companies market to their candidates and the elements that attract them to working for that company. She noted that a big part of an EVP is reputation. Satisfied employees speak to a healthy company culture, and candidates can see that even from outside of the pipeline.

What are the non-negotiables candidates look for in a company’s culture?

Today’s candidates know what they want, and they know that they can get it from companies in a competitive market. Just like candidates form ‘must-haves’ for compensation packages, they also form non-negotiables in company culture that they want within their work life. 

Lindsey noted the importance of supplementing work-life to appeal to candidates. She listed some elements of company culture that candidates consider when offered a new position. 

  1. Flexible work arrangements - According to Review 42, 53% of remote workers in the US view their flexible work schedule as the driving force behind choosing remote work. 
  2. Clear onboarding process - New employees want to feel a good culture fit as soon as they walk through the door. Engaging and insightful onboarding processes that detail the company and position speaks to the expectations placed on employees. 
  3. Solid mission statement - Insight from Indeed stated that clear mission statements affect an employee’s day to day by helping them see the positive aspects of their assigned tasks and boosting their engagement in company culture. 
  4. Compensation on products and/or services - For companies that offer products and/or services, employees want to receive the same care they give their clients at a discounted rate.

How can you leverage your company’s culture to drive talent acquisition?

Leveraging company culture is a big element of a working recruitment strategy. Especially for small to midsize companies who have a hard time competing with today’s top-dollar, a positive company culture can win over talent from other higher-paying positions. 

People are oftentimes the most accurate reflection of culture. Current employees hold a lot of potential in leveraging how your company is perceived by prospective new hires. Lindsey detailed Perlick’s approach to company culture as a family fit, calling back to their development of an employee value proposition. “Culture is about family here…What I would encourage, from a culture perspective, is telling your message through your people.” 

Prospective candidates value the opinions of current employees and will seek out ways to ask an insider’s perspective on your company's culture whether it be through word of mouth, online forums, or other avenues. The way you invest in your employees is a reflection of how you’ll invest in your new hires. Getting your current employees to share positive opinions on the work culture will help to build credibility in your candidates’ eyes.

In Conclusion

For more wisdom from Lindsey Linder, watch Episode 3 of Season 2 here! To be a part of HR at the Table, register for one of our upcoming episodes featuring top professionals within the HR and TA space. In April, we’re hosting Madeline Laurano, the Founder of Aptitude Research to discuss top TA tech trends in 2022. We’ll see ya there!

About Verified First
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