What are some creative ways to showcase your company culture and employee stories?

Best practices for recognizing and rewarding new hires during training include providing immediate and specific feedback to acknowledge their achievements. Establish a structured recognition program with rewards for reaching key milestones or demonstrating exceptional performance. Publicly recognize their efforts in team meetings or internal communications to enhance morale. Tailor rewards to individual preferences to ensure they are meaningful and motivate ongoing engagement.

Creative ways to showcase your company culture and employee stories include producing engaging video content, such as day-in-the-life clips or employee testimonials and sharing them on social media and the company website. Utilize blog posts and podcasts to feature in-depth interviews with employees, highlighting their personal and professional journeys. Organize virtual or in-person events like Q&A sessions or behind-the-scenes tours to give potential candidates a glimpse of the workplace environment. Leverage user-generated content by encouraging employees to share their experiences on their social channels with specific hashtags.

Capture employees sharing their experiences and values at the company eg, Sarah highlighting the supportive team culture. Share employee spotlights on platforms like LinkedIn or Instagram eg, John's journey from intern to manager. Host company-wide events where employees can share their stories eg, Recent Employee Appreciation Day where Maria shared her growth within the company Write blog posts featuring employee stories eg, David's passion for sustainability initiatives at work Allow employees to take over social media accounts for a day, showcasing a day in their life at the company Conduct podcast interviews with employees discussing their experiences and achievements eg, Alex's innovative project that led to increased efficiency.

If you have good culture, record a guided interview with one or more staff and pay someone to edit it into a combined testimonial. Encourage smiling, etc and you can elicit genuine answers, then put it all together without the boring interview-ness of a one-on-one testimonial. By asking questions, you guide the discussion to areas you want to focus on without being disingenuous and producing unfounded fluff.

🌟 Employee Spotlights – Feature individual employees through interviews or profiles on social media, showcasing their unique experiences. 🎬 Behind-the-Scenes Content – Share videos or photos of day-to-day activities, office events, and team-building moments. 📱 Employee Takeovers – Let employees take over social media for a day to share their perspectives. 🗣️ Employee Testimonials – Create video or written testimonials where employees discuss why they love working at the company. 🎮 Interactive Content – Use polls, quizzes, or virtual office tours to engage potential candidates. 🏆 Celebrate Achievements – Highlight personal and professional milestones of employees.

I have used this method previously and it works great! We have a large company and many different departments all around the world. It was important that we showcased what we are all doing in our own sections of the business. We learn about our partners and more about the company each time we see a new blog. Its amazing.

I have attended some online events and let me tell you, it wasn't a good event. Mic kept going in and out, video sticking and freezing, etc. Needless to say, I haven't attended any other online event.

In my experience, tapping into the expertise of company leaders as guests on tailored podcasts has been a powerful strategy for attracting talent to the organizations I've been a part of. For instance, when seeking local software engineers, I've had great success collaborating with the CTO as a guest on regional podcasts that appeal to our target audience. This approach not only expands our reach but also cultivates authentic connections with potential candidates who are drawn to our company's mission and leadership. Providing candidates with the opportunity to hear directly from department heads about their vision for the company can be truly inspiring and compelling, often motivating them to consider joining our team.

This is the way the go these days. Now, when we are in the generation of everyone being attached to their devices, having a good, positive social media presence is very important.

Work closely with your marketing team if you have one. Letting them know if you have seen someone go above and beyond and should be recognized is crucial. We cant all be everywhere all the time, so sharing information that would be valuable to social media is very helpful.

Culture deck is vital for new employees to see that company has a structured angle to culture and it is not based on luck. In my opinion, culture deck should consist of company and employee perspective.

As an alternative, we highlight any company review that names the person they worked with. We sometimes also send bonuses to team members who go above and beyond, especially when they also pull a public 5 star review and/or a testimonial.

Be authentic, transparent and unique. You often see the same buzzwords crop up when reading about a company culture, especially in tech. If you have an out of the ordinary way of working, a distinctive hiring process etc. this is what you should be showcasing. It’s also helpful to share what people may *not* like about your culture e.g. you might encourage radically direct feedback, which may not be for everyone.