The Role of Workplace Culture in Recruiting Top Talent
4th December 2017
Research from Robert Walters has found that over two thirds (70%) of professionals have left a job because they disliked the company culture.
The study also found that 82% of professionals have worked for a company where they disliked the company culture.
However, 90% of employers recognised the importance of finding candidates who are a good cultural fit for their organisation.
Louise Campbell, Managing Director at Robert Walters Ireland, comments:
“The majority of employers recognise that ensuring potential staff are a good cultural fit is important, given the serious impact poor cultural fit can have on productivity at work and ultimately whether or not staff will stay with the company.”
“However, given the high number of professionals who have left a job due to issues with the company culture it is clear that many employers should consider the impact that company culture can have during the hiring process and in attracting and securing top talent.”
“It is also worth employers considering which aspects of company culture are most significant to professionals, consulting with HR specialists, recruiters and their own staff to keep abreast of shifting trends.”
“As working habits evolve and the priorities of workers have shifted, employers should review their company culture to ensure that they are responsive to these changing needs.”
PROFESSIONALS FEEL MISLED OVER COMPANY CULTURE
The research also found that over two thirds (70%) of professionals felt that they had been misled about company culture during the induction process. 53% felt that the overall environment did not match the job description and 51% felt misled over opportunities for career progression.
Louise Campbell continues:
“Competition for the best professionals is fierce and employers are keen to promote the best aspects of their company culture to secure the best professionals.”
“However, employers should consider the importance of being transparent regarding the realities of working for their company. Ultimately, securing a highly skilled professional who does not remain with the company for long can be detrimental, impacting the bottom line and potentially having a negative impact on their co-workers as well.”