HRSpotlight-Logo
Menu

Productivity

Culture That Clicks: Showcasing Company Values to Attract Top Talent

by

Culture That Clicks: Showcasing Company Values to Attract Top Talent

Company culture is more than just about attracting top talent and proves to be an element that takes centerstage in almost every aspect of the modern workplace.

Of course, there’s no denying it’s value when showcasing to the outside world what your company is all about and what your business stands for beyond its success in the marketplace.

We asked the HR Spotlight community to share with our readers proven strategies that help them showcase their company culture in the most authentic sense, and in return, we received some of the most diverse yet impactful ones.

Read on!

Margaret Buj
Interview Coach and Talent Acquisition Manager, Mixmax

Highlight Transparency and Inclusivity

Showcasing workplace culture and values is essential in attracting top talent. 

At Mixmax, for example, we prioritized transparency and inclusivity by highlighting employee testimonials and day-in-the-life videos on LinkedIn and Glassdoor. 

Authenticity is key – candidates want to see real stories that reflect the company’s mission and values. I also recommend leveraging social media platforms like Instagram or TikTok to humanize the brand and showcase team dynamics, celebrations, and behind-the-scenes moments. 

Engaging current employees as culture ambassadors can amplify your message while building trust. 

Finally, ensure your career site emphasizes diversity, flexibility, and growth opportunities to resonate with today’s talent priorities.

Tara Furiani
CEO, Not the HR Lady

Avoid Generic Posts and Show Authenticity

If you’re relying on generic posts about ping-pong tables, “family vibes,” or unlimited PTO (that no one actually feels comfortable taking), you’ve already lost.

Top talent isn’t looking for fluff. They’re dissecting your authenticity… or, most likely, the lack of it.

Showcasing your workplace values and culture isn’t about marketing gimmicks; it’s about living your truth as an organization.

Are your leaders walking the DEI talk? Do your policies back up your proclamations? Are you brave enough to expose the reality of your work environment… ugly and all… and show what you’re actively doing to improve?

Transparency is magnetic. Performative culture is a repellent.

The most effective platforms? Think beyond LinkedIn posts and Glassdoor profiles. Your employees are your loudest megaphone.

They’re talking on Reddit threads, DMing their networks, and sharing on TikTok.

People trust people, not your carefully curated press releases. Want to stand out? Equip your team to be your ambassadors by fostering an environment they actually want to brag about.

That doesn’t mean mandating “employee testimonial videos.” It means creating a workplace where advocacy happens naturally.

Also, if you aren’t embedding your culture into the interview process itself, you’re missing a huge opportunity.

How you interact with candidates… their experience, the type of questions you ask, and how you follow up… speaks volumes about who you are as a company.

It’s not just what you say; it’s how you say it and whether your actions align.

Forget trying to be “the best.” Focus on being real. Authenticity is currency. Spend it wisely.

Natalie Lewis
Founder and Director, Dynamic HR Services Ltd.

Be Authentic and Consistent

Showcasing your unique workplace environment and values starts with being authentic and consistent. 

In my experience, the most effective way to attract top talent is to ensure your culture is genuinely reflected in how you operate every day and your employees are your best ambassadors. 

Platforms like LinkedIn are particularly powerful for sharing behind the scenes content, employee stories and examples of how your values come to life in real terms.

Additionally, I’ve found that involving your team in creating content, whether it’s videos, blogs, or social media posts, helps potential new recruits see what it’s really like to work with you. Glassdoor is also great for giving candidates an unfiltered view of your workplace. 

But the key isn’t just the channel; it’s ensuring the message resonates. If you claim to value flexibility or growth, show it with real examples.

Allison Dunn
CEO, Head Business & Executive Coach, Deliberate Directions

Prioritize Cultural Alignment Over Talent

At Deliberate Directions, we’ve reimagined talent recruitment by prioritizing cultural alignment over simply chasing top talent. 

Our intentional hiring process goes beyond traditional methods, utilizing the DiSC assessment and requiring candidate video submissions to ensure we find not just skilled professionals, but individuals who truly resonate with our core values and organizational mission. 

We believe in creating an environment that speaks louder than recruitment rhetoric-one characterized by solid leadership, supportive innovation, and a genuine commitment to work-life balance. 

By consistently demonstrating our community involvement and maintaining a stable, engaged team, we showcase that we’re not just another workplace, but a collaborative ecosystem where professional growth and personal fulfillment coexist harmoniously.

Chris Dyer
Keynote Speaker on Culture, Leadership Speaker

Use Multiple Platforms for Consistency

LinkedIn is an excellent platform for building employer reputation, but it’s just one piece of the puzzle.

When candidates are researching your company, they’re not stopping at LinkedIn-they’re looking at Instagram, Glassdoor, your website, and even employee reviews on social platforms. 

This makes it critical to ensure every channel is up-to-date, relevant, and aligned with your company values.

Showcasing your culture through authentic, consistent content across all platforms can make a huge difference. 

For example, use LinkedIn for thought leadership and employee achievements, Instagram for behind-the-scenes glimpses of office life, and Glassdoor to reflect transparency and a positive employee experience. 

Candidates want a cohesive story, and keeping your messaging strong across all channels helps your company stand out and attract top talent.

Meghan Calhoun
Co-Founder & Director of Partner Success, Give River

Integrate Recognition, Wellness, and Growth Tools

As Co-Founder of Give River, I focus on building healthier, fulfilling workplaces by integrating recognition, wellness, and growth tools.

We stand out by emphasizing a comprehensive cultural change through our 5G Method.

This framework combines personal wellness and professional growth with gamification and community impact, which boosts employee engagement and retention.

In particular, our integration with over 12 common HRIS platforms, Slack, MS Teams, and Outlook seamlessly supports company communications, making employee recognition and collaboration straightforward and natural.

This approach ensures our culture is felt consistently across all channels, fostering a robust and connected workplace environment.

We also leverage the power of data-driven decision-making to continuously refine our culture.

With tools like the employee Net Promoter Score (eNPS) and real-time feedback loops such as Feedback Friday, we’re able to make informed adjustments that nurture engagement and ensure every employee feels valued and heard.

This transparent and adaptive environment attracts talent who thrive in forward-thinking workplaces.

Melissa Pennington
CEO & Founder, HR On Demand

Utilize LinkedIn for Storytelling and Transparency

Using LinkedIn is a fantastic strategy for all stakeholders, including future team members, HR professionals, and business leaders.

It serves as a dynamic platform for networking, sharing company achievements, and engaging with a diverse professional community, ultimately fostering growth and collaboration across the board.

When it comes to showcasing our unique workplace environment and values to stand out from the competition and attract top talent, I prioritize authentic storytelling and transparency.

This involves sharing employee testimonials, highlighting our core values in action, and providing behind-the-scenes glimpses into our daily operations through videos and posts.

By consistently communicating what makes our culture special, we create a compelling narrative that resonates with potential candidates and differentiates us as an employer of choice.

In terms of specific platforms and channels, LinkedIn remains particularly effective due to its professional focus and extensive reach.

Additionally, I utilize our company’s website and blog to provide in-depth insights into our culture and values. Social media platforms like Instagram and Facebook are also valuable for visual storytelling, allowing us to showcase our workplace environment in a more engaging and relatable manner.

Furthermore, employee advocacy programs on these platforms help amplify our message authentically.

By leveraging a combination of these channels, we ensure that our company culture is communicated clearly and consistently to attract and retain top talent.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing their insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

Performance Management in 2025: Setting Goals for the Future of Work

by

Performance Management in 2025: Setting Goals for the Future of Work

The workplace of 2025 is probably one of the most innovative and challenging yet. A mix of in-office, hybrid, and remote is only the beginning of a long list of myriad elements that shape this new workplace, bringing with it as many roadblocks as opportunities.

In this dynamic setting, where the traditional meets the new like never before, how do HR and management teams approach performance management? We all know an agile and holistic approach is just what’s required, but what are the performance goals to set for 2025 that will truly empower employees and drive organizational success?

We reached out to our HR and leadership community seeking answers, and received in return a range of performance management strategies to unlock the full potential of a workforce.

Read on!

Mindy Honcoop
Fractional HR Leader & Advisor, Agile in HR

Shift to Continuous Feedback and Development

For 2025, my goal in performance management is a shift to how organizations approach feedback-from a governance activity focused on documenting past performance to the daily practice of continuous feedback and forward-focused development. This cultural shift entails making the whole process one of building an environment for real, trusted conversations that develop people and impact business outcomes-less about compliance.

The traditional model of performance management can be reduced to a set of checkboxes: managers gather feedback, document it, and then deliver it in some formalized, transactional review. This approach misses the full potential of feedback as a tool for growth. I want to see performance management integrated into daily work rhythms where feedback is timely, relevant, and connected with the achievement of business goals.

It will work only where trust lives within the workplace. Employees and managers need an ecosystem in which they can say their words without judgment. The Five Behaviors of a Cohesive Team can be helpful, supported by DISC in working with teams to establish their method of communication and defining common terms when talking about these things.

A continuous feedback culture requires a change of heart in the way we perceive failure. Instead of treating a mistake as an occasion for blame, we have to view it as a valuable source of data that informs us in trying to work better with one another. When failure is embraced-not stigmatized-people will take risks and therefore be able to innovate.

Feedback needs to be viewed not as a formality but actionable data to help teams get better and align their efforts toward shared business goals. Feedback should be less about what went wrong in the past and more about how we can grow and succeed in the future. Treating feedback as a constant and desired source of information lets teams course-correct in real time and continuously improve collaboration and results.

Focusing on future outcomes, building trust, and making daily feedback normal as a positive driver of change-these are ways workplace ecosystems can be created where both the employees and the businesses prosper together.

Tim Toterhi
CHRO, Plotline Leadership

Simplify the Performance Management Process

To ruthlessly simplify the performance management process.

Some managers will make a 100k plus hiring decision after a 45-minute interview but agonize endlessly over a performance rating that, in some organizations, spells the difference between a 2% and 4% merit increase. It’s madness.

I’m on a mission to define high performance, negotiate meaningful rewards for reaching that level, and then demonstrate how to get there. I realize performance management is both art and science, but we’re not talking Picasso and particle physics. Clear communication, process rigor, and consistent action drive simplification.

Jenni Stone
HR Director, InfoMC, Inc.

Focus on Igniting Employee Potential

For 2025, my top performance management goal is to shift the focus from “managing performance” to “igniting potential.” I want to create a culture where employees feel empowered to experiment, fail forward, and stretch beyond their comfort zones without the fear of punitive evaluations. Instead of static metrics, I’m championing real-time feedback loops, personalized growth pathways, and team-driven success narratives. The goal is to make performance management a living, breathing process-one that sparks innovation, amplifies purpose, and turns every team member into a co-architect of the organization’s success. It’s not about hitting a target; it’s about creating a workplace where ambition thrives and results follow.

Meghan Calhoun
Co-Founder & Director of Partner Success, Give River

Cultivate Gratitude and Recognition

In 2025, my top performance management goal is to cultivate a culture of gratitude and recognition that drives employee engagement and well-being. At Give River, we’ve leveraged the power of appreciation through our Gratitude feature to boost productivity by up to 22% and reduce absenteeism by 37% among clients who actively engage with the platform.

For instance, by integrating gratitude and recognition seamlessly into daily workflows via platforms like Slack and MS Teams, teams witness a significant boost in morale and retention rates. When employees feel valued and recognized, turnover costs, which can range up to 200% of an annual salary, are drastically minimized.

From my diverse background, including hosting television shows and tackling high-pressure sales, I understand the emotional pulse of varied workplaces. My podcast, “Don’t Just Manifest, Megafest,” further reinforces the centrality of leveraging positive psychological frameworks, ensuring working moms and others strike a joyous balance between personal and professional demands.

Patty Miller
President & Sr. HR/Business Advisor, MillerNet HR & Business Solutions Inc.

Implement Real Employee Growth Metrics

Employee Growth Metrics – Real Ways to Measure:

  • Skill Acquisition: Implement a competency-based performance framework where employees self-assess their skills against role-specific benchmarks, supplemented by manager evaluations. Track progress in tools like LinkedIn Learning, Coursera, or internal training platforms.
  • Training Completion Rates: Monitor participation in professional development programs and correlate these with improved job performance or internal mobility. For example, if an employee completes a leadership development course, track their subsequent performance reviews or leadership opportunities.
  • Career Progression: Use HRIS systems to track role changes, promotions, or project lead assignments. Pair this with data on tenure and performance to identify patterns of growth and success.

Engagement and Alignment Surveys – Real Ways to Measure:

  • Pulse Surveys: Deploy brief, monthly or quarterly surveys focusing on specific aspects of engagement, such as the value of feedback or recognition. Tools like Gallup’s Q12 or Qualtrics provide customizable templates for engagement tracking.
  • Goal-Tracking Platforms: Use software like Lattice, Workday, or 15Five to align individual goals with organizational objectives. These platforms often provide dashboards to visualize how personal achievements contribute to team or company-wide priorities.
  • Recognition Analytics: Track the frequency and impact of recognition using tools like Bonusly or Slack integrations. Measure whether employees who receive regular recognition have higher engagement scores or performance metrics.

Dr. Pramod Solanki
Leadership Coach and Founder, Performance Enablers

Connect Everyone with Organizational Goals

I aspire to make two major changes in the way we manage performance.

1. Connect everyone – directly or indirectly, with the goals that the organization is trying to achieve.

Once we in the top team have agreed on what we plan to accomplish during 2025, we shall ensure the following:

A) Break it down to strategic actions required to achieve them.
B) Ensure clear ownership of those actions.
C) Since there are interdependencies across functions, monthly / quarterly reviews against the set goals will involve all the divisional heads.
D) It’ll be a dynamic plan and corrections in the goals / strategic actions will be made based on the experience / actual achievement for the month or quarter.

In a nutshell, the OKR approach will be followed.

2. The same process will be cascaded across the teams by the respective divisional heads. And more importantly, the managers will be trained and encouraged to keep reinforcing the linkage of the tasks being carried out by grassroot employees with the larger goals of the division and the organization.

Sangeetha Gururaj
Senior VP – People & Talent, Qualitest

Building a Constructive and Tough Feedback Culture

We need to look at leveraging performance management through a sharper lens now. It’s not only about achieving ratings or completion metrics. It’s now a priority to curate a performance-driven culture that a multi-generational workforce is able to connect with and be motivated by. We need to be inclusive and agile enough to suit hybrid work cultures. Managers need to be able to effectively assess and support remote employees.

It is now necessary to build a constructive and tough feedback culture to get the best potential and productivity from team members while ensuring that the right rewards and timely recognition are the foundation. Companies should also be very keen on leveraging the performance management process to assess skill gaps, identify potential future leaders, and create learning and development programs. After all, internal fulfillment through upskilling and grooming future leaders is the most cost-effective; retention of talent is the most efficient hiring!

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing their insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts