How to Recruit at Scale Without Losing Your Company Culture

Is it finally happening?

You’ve secured your next funding round, and you’ll get some extra hands on deck to take your business to the next level. The additional people you need goes beyond your network of contacts. To scale quickly, you must hire people you’ve never met before.

But part of what’s made your company so successful to date is the culture. It can be hard to put into words. How can you ensure you don’t lose this when recruiting strangers into your organisation?

Thankfully, we have some tips to share that ensure your business achieves continued success no matter how many people you bring on board.

Get Clear on Your Company Values

It’s possible that you set some company values when you first began your business. But as it grew, this vital information may have gotten lost in the shuffle as you worked towards tight deadlines.

Now is the perfect time to revisit them. If you’re happy with the company values, communicate them to your recruitment partner so they know the type of employees to look out for. 

But if you want to make some alterations, do this before scaling up your business so you don’t get the wrong people.  You can work with an external agency for this, or there are some fun activities you can run yourself. 

Be Clear About Your Expectations

While you might have a vision of what you need from your new employees, you need to find a way to clearly express that to your recruitment partners (whether these are internal or external). You’ll want to share as much information with them about the values and culture of your business. 

It’s also important to be clear as to what the recruiters should share with candidates. Providing them with an understanding of the workplace and how ‘things get done around here’ will allow prospects to turn it down if a culture doesn’t match their needs.

Identify Red Flags

Everyone has worked alongside a lousy employee. You can often spot them immediately. However, it can be harder to identify a candidate’s true colours in a job interview. 

There are questions that you can ask to lure them out. Between you and your recruitment partner, come up with some identifiers of toxic employees so none sneak through the process.

Ensure the Environment Reflects Company Culture

During the recruitment process, the potential candidates will likely visit the office they may end up working out of. In this instance, you will want to ensure that the company culture you’ve been promoting is reflected in the space. 

This means everything from the architecture and design to the amount of desk space an employee has available. If the environment doesn’t match your description, it can scare off people. 

If people are working remotely, allow candidates to meet with some team members virtually to understand why they work for you and what it’s really like.

Choose the Right Recruitment Partner

Retaining the company culture while scaling up your business is critical to your future success. If you’re clear about your values and expectations, you can weed out any potential bad fits and rest assured that the secret sauce is safe. 

Choosing how best to recruit at scale means selecting the right recruitment partner is vital. We specialise in helping businesses scale up quickly so you get the employees you need to continue your momentum. 

Contact us today to discuss how we can help your business grow without losing your company culture.

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