Some companies have even taken it a step further by showing how pet-friendly they are by adding a “Motivational Committee” with pictures of workers’ pets along with a fun fact. This is much easier to do for smaller companies. What the onboarding experience would look like if hiredĪnother selling point is putting a face to the name and including pictures along with short bios for each team member.The company’s core values and how they’re lived out.

Team building activities (annual in-person retreats, remote escape rooms, virtual movie nights with a tiny campfire from TeamBuilding, virtual wine and paint, etc.).What’s in it for them benefits-wise? (flexibility, mental health benefits, generous vacation days, paid parental leave, remote work stipend, professional development opportunities).Do you walk the talk when it comes to diversity and inclusion? (share and celebrate diverse clients, employee resource groups that are available, having swappable holidays).How it partners and gives back to the community (grass-root organizations, non-profits, fundraisers).What social causes it advocates for (bringing awareness to racial injustice, domestic violence, gender inequality, climate change, hunger and food insecurity).What charitable organizations a company gives back to.

Here are some things talented candidates want to see: As such, this makes candidates question what the company is hiding that they don’t want to be transparent about the culture. Unfortunately, most companies do the bare minimum by only sharing open positions. A company’s website is prime real estate to demonstrate to candidates why they should choose you. Having a plan in place and consistently promoting your remote culture makes it easier for talented candidates to choose your company over the competitors. Upgrade Your “Work For Us” SectionĪttracting top talent should be treated similarly to how a company would want to attract clients. Matt Kobach, director of social and content marketing, expressed, “at Fast, we encourage our team to build out loud by sharing the Fast projects they’re working on both online and offline.” He said, not only does this let employees own their areas of expertise publicly, but it also shows that we trust them.

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