How to convey company culture in the recruitment process

6 of March, 2025

Every company has a company culture, values, and a way of doing things that it should express in the recruitment process to its prospective employees. On one hand, it works as a presentation of the organization; on the other hand, it invites candidates to know what to expect if they pass the personnel selection process. Let’s not lose sight that some candidates might have expectations that differ from our values and do not resonate with this organization culture.

Introducing the company culture during the recruitment also allows us to inform candidates about the benefits of our corporate culture before they even begin. It can be an added incentive for them to accept our job offer, as a way to our company from the competition. Remember that corporate culture includes tangible elements, such as the dress code, and intangible ones, like values. These are the most difficult to share. There are two key moments in the recruitment process to communicate them: the offer and the interview.

Communicating corporate values in the job offer

Any recruitment process starts with publishing a job offer that we hope the most talented candidates will respond to. Well, here we can start to convey those corporate values that our company claims. How? Among other things, you should include a brief note about the company’s mission in the job offer. This will allow candidates reading it to get an idea of the type of company that wants to recruit them and the values it stands for.

Another thing you can do is to explicitly describe the key aspects or values. Phrases like “collaborative work environment” or “we invest heavily in the development of our staff” can help communicate these values. Another option is to incorporate the company’s values into the job candidate’s requirements. The search for “flexible”, “innovative” or “creative” employees is another way to make it clear what values we stand for. Finally, it is worth mentioning the importance of publishing the announcement in a place that matches the corporate culture we promote.

In this sense, you should know that potential candidates will review your website and social media. Therefore, we can use these channels to present our corporate values. You know that a picture is worth a thousand words, and you can play the visual wildcard with the use of office photos that convey these values. Including testimonials and a description of the values, particularly on the recruitment website and social networks such as LinkedIn, helps us to publicize our positive company culture in the selection process.

Communicating corporate values in the recruitment interview

We have already published the offer and used our HR software to recruit the candidates who move on to the job interview. During this stage of the personnel selection process, we can also try to convey these values, for example with the tone, style, and language used. For instance, if one of our values is a relaxed style, we should use an informal language to highlight these values. If we present ourselves as a young and casual company but use very heavily loaded language, we are communicating the opposite image.

Generally, job interviews take place in the office. Thus, we can use the recruitment process to offer a first experience of daily life in the company. This can include how the office is – we can give a tour of it – and what the day-to-day activities are like. Interviews are also the ideal stage in the selection process to make sure that the candidate fits what we are looking for. Just as we would ask a candidate who speaks English about it, we should ask them about their experience working in a team, under pressure, or about other values.

Take advantage also of the interview to highlight the achievements of the company. Thus, we’re communicating a feeling that they will be joining a winning team. We are creating the impression of being a company with a clear idea, which knows where it’s destined to go and that has achieved certain gains thanks to its values. Finally, we should highlight the role of the employees. In case of conducting a second interview, it never hurts to put the best candidates in contact with our top employees, especially if they will be interacting with each other in case of recruitment.

Communication with candidates during the recruitment process

Throughout the selection process, we’ll frequently communicate with several candidates. This communication should also enable us to express the company culture. Just as you analyze the candidates to work in your company, they also analyze you. Providing good treatment or a quick response is an effective way to value your organizational culture. You just need to deal with them as if they were part of the staff, not candidates to join it.

Don’t forget that corporate culture is one of the strengths of any organization. It needs to be experienced and displayed through the appropriate channels, as it facilitates the working environment and the organization’s values can be a magnet to attract talent. Make the most of the recruitment process to convey this positive image, making sure you recruit candidates whose profile matches these values.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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