Corporate Culture Training Starts With Recruitment

According to the conventional training system, corporate culture training starts with induction training for new employees.

As a matter of fact, corporate culture training does not need to wait until after entry. As early as in the recruitment process, it can be carried out quickly and efficiently.

Usually we can start from the following 4 aspects.

1, release

Before recruiting, employees usually publish recruitment information through various media. The audience who recruits the information will necessarily include new employees who will be recruited successfully.

When publishing the recruitment information, in addition to clearly identifying recruitment posts and recruitment requirements, please use a short paragraph of the company's profiles to enable applicants to understand the company's business scope, business model and business philosophy.

This is the first link of corporate culture training, and also the first-hand information of new employees' understanding of enterprises.

2.

When the applicant arrives at the company, there is a long or short waiting time before the formal interview. The company often arranges it in an idle conference room for an interview.

This waiting time is the prime time for corporate culture training.

When candidates are entering a strange environment, their minds are blank in the process of waiting because of cramps and unrest. At this time, if we provide some readable materials or video materials to kill time, one can eliminate tension. Two, we can deeply imprint the mark of corporate culture in its blank thinking.

Therefore, in the waiting time before the interview, recruiters can put some illustrations of corporate culture in the waiting room, or repeatedly broadcast corporate culture videos, media reports and so on.

The applicant is concerned that the content of the interview may be related to this content and will force himself to accept and understand the information.

This is the second corporate culture training for applicants.

3, interview session

In the interview session, the company formally displays its cultural concept to the applicant for the first time, so the image, conversation method and content of the interviewer represent the image of the company.

If the interviewer is dressed neatly, refreshed, and friendly, the applicant will have lofty admiration and admiration in his heart, and even produce a belief that he will enter the company in the future. This should also be the same, thus creating a sense of belonging and belonging to the company.

Therefore, the company's interviewer must wear formal clothes to attend, and the uniform tooling will show the morale of the company.

In addition, the interviewer must appropriately intersperses the company's corporate culture in the interview process, so that the applicant feels that the corporate culture of the company is not confined to rigid language, and can be applied to the actual work by employees at any time.

Compared with many companies that simply hang corporate culture on walls or printed on paper, the blurred language in the interviewer can impress the applicants.

4. Notification list.

After the hiring list is confirmed, the HR department notifications the recruited when they report, they can edit the checklists to list the new employees, let them feel the company's meticulous and warmer solicitude, and deepen their recognition and sense of belonging to the company.

For unqualified applicants, the company must clearly inform him of his failure and thank him for participating in the interview.

Of course, it is best to gently point out the direction of improvement and promotion so that it will not be grudges because it is not hired. It also appreciates the company's direction and benefits the company's reputation.

A lot of enterprises, because of the shortage of recruitment department, ignore those who fail. Even the applicant calls and refuses to inform.

In fact, a phone call that explicitly tells the loser is also a comfort to the applicant, making it easier for him to arrange other interviews in a timely manner, which is conducive to the promotion of the company's image.

If we consider saving time, cost and manpower costs, we can clearly inform each other by sending short messages.