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Paula Caligiuri – Unlocking Hidden Value: How a Job Candidate’s Network Can Drive Your Business Forward

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Unlocking Hidden Value: How a Job Candidate’s Network Can Drive Your Business Forward

– Paula Caligiuri, PhD

For years, I ended my MBA course in global leadership by giving my students an unconventional quiz. Instead of testing textbook theories, the questions focused on the professional backgrounds and cultural expertise of their classmates.

Questions like, “Who in your class works for Acme Inc.?” or “Who has experience leading a team in Germany?” encouraged students to learn about one another. In doing so they started to appreciate and trust the vast experience of their fellow classmates.

My goal was to help them build deeper, culturally diverse networks. Years later, many shared that these connections were instrumental to their success. Network diversity matters.

This lesson is even more relevant in today’s fast-paced, interconnected world, where businesses thrive on innovation, collaboration, and adaptability.

As companies strive to stay competitive, having a workforce that brings a wide range of experiences and perspectives is critical. While most hiring processes tend to focus on skills, qualifications, and job experience, there’s an often-overlooked asset that can significantly impact an organization’s success: a candidate’s professional network.

Professional networks aren’t just a source of potential job leads or partnerships for an individual; they’re a treasure trove of opportunities, fresh perspectives, and connections that can be leveraged to benefit the organization.

A candidate with a broad and diverse network brings more than just their technical or functional expertise — they bring the power of connections that can unlock new dimensions of success for the company.

Here are five important reasons why evaluating a candidate’s professional network should be a top priority in your hiring process:

Reason #1: Offers access to different perspectives

A candidate who has cultivated a wide and diverse professional network is regularly exposed to a variety of viewpoints, cultures, and ways of thinking. This exposure fosters a more open-minded and innovative approach to problem-solving. Organizations today are constantly navigating complex challenges that require outside-the-box solutions. A team composed of individuals who think differently can generate creative approaches that would have otherwise gone unnoticed.

When a candidate’s network spans across industries, professions, or geographic locations, they bring fresh insights that can transform the way your team tackles problems.

For example, a candidate with connections in both the tech industry and the nonprofit sector may introduce new processes or perspectives that combine efficiency with empathy — qualities that are often crucial in today’s business environment.

Organizations with teams capable of synthesizing different viewpoints and integrating them into decision-making processes are better equipped to respond to rapid changes in the market. Diversity of thought isn’t just a buzzword; it’s a powerful driver of innovation, and a candidate with a diverse network could act as a conduit for these new ideas.

Reason #2: Provides new business opportunities

Candidates with broad networks often have access to new business opportunities that would otherwise be out of reach. In many industries, partnerships, leads, and collaborations stem from the strength of personal and professional relationships. Research shows that even weak ties — connections outside a person’s immediate circle — can provide critical information, resources, and business leads.

For organizations looking to expand their reach, grow their client base, or explore new markets, having team members with connections in different sectors, regions, or industries can be invaluable.

A candidate who is well-connected in a particular region or has strong ties in an emerging market might be the key to unlocking new partnerships or gaining a foothold in a previously untapped area.

Moreover, candidates with a network that includes influencers or decision-makers in various industries can be instrumental in securing contracts, setting up joint ventures, or bringing in new clients. As more companies prioritize business development and external relationships, a candidate with strong, diverse external connections can serve as a bridge between your organization and new opportunities.

Reason #3: Enhances cultural agility

A diverse network is also an indicator of a candidate’s cultural agility. Cultural agility refers to the ability to interact and work effectively with people from different cultures and backgrounds. It’s a skill that’s becoming increasingly valuable as companies operate in global markets or manage diverse teams within their organizations.

Individuals who actively engage with professionals from a variety of cultural, geographic, and industry backgrounds tend to be more adaptable, empathetic, and flexible in their approach.

These qualities are needed when managing cross-cultural teams, navigating international markets, or addressing the needs of a diverse customer base.

Cultural agility isn’t just about speaking different languages or understanding cultural customs; it’s about having the ability to read the demands of an unfamiliar environment and respond, as needed, depending on the task at hand.

Candidates with broad networks are often more adept at identifying cultural nuances and having the cultural acumen to help them respond appropriately.

Organizations that prioritize cultural agility in their workforce are better positioned to succeed in a globalized world.

Candidates who demonstrate this skill through their diverse professional networks can help your company develop more inclusive practices, expand into new markets, and create products or services that resonate with a wider audience.

Reason #4: Generate better collaboration and teamwork

Collaboration is at the heart of any successful organization. However, effective collaboration requires individuals who are skilled at building relationships and working with others, often across different functions, departments, or industries.

Candidates with broad professional networks have usually honed their ability to collaborate with people from various backgrounds.

They’ve learned how to navigate differences in communication styles, expectations, and work habits, making them more adaptable when working within a team.

These individuals are often natural connectors — people who can bridge gaps between different groups, facilitate communication, and create a more cohesive work environment.

Having someone on your team who can seamlessly foster collaboration across different departments or functions not only enhances productivity but also helps create a more inclusive workplace.

Cross-functional teamwork leads to better problem-solving, more innovative ideas, and a stronger sense of community within the organization.

Reason #5: Drive continuous learning and growth

A key trait of successful professionals is their commitment to continuous learning. In today’s rapidly evolving business landscape, staying on top of trends, technologies, and industry changes is crucial.

Candidates who actively engage with professionals from a variety of industries, regions, or areas of expertise are constantly exposed to new ideas and emerging trends.

This cross-pollination of knowledge allows them to bring cutting-edge insights into their work.

Whether it’s the latest technology, a new management philosophy, or a trend shaping consumer behavior, candidates with strong networks are often ahead of the curve.

When employees are connected to a wide range of perspectives, they become lifelong learners, continually improving their skill sets and bringing new value to your organization.

They also become sources of knowledge for their colleagues, sharing insights and sparking innovation within the company.

In an age where cultural agility, global thinking, and innovation are essential for business success, the value of a candidate’s professional network can’t be overstated.

Candidates who bring diverse, expansive networks to the table don’t just enhance the internal dynamics of your team; they open doors to new opportunities, foster collaboration, and drive continuous growth.

As you consider candidates for your next hire, don’t just look at their résumé. Dig deeper into their connections, the breadth of their network, and the potential they bring to enhance your organization. In doing so, you’ll not only be hiring for today’s needs but also positioning your company for future success.

About the Author

Paula Caligiuri is a D’Amore-McKim School of Business Distinguished Professor of International Business at Northeastern University and co-founder and CEO of Skiilify, a digital platform for improving cultural adaptability and soft skill development.

Her new books include Build Your Cultural Agility: The Nine Competencies of Successful Global Professionals and Live for a Living: How to Create Your Career Journey to Work Happier, Not Harder.

Do you wish to contribute to HR Spotlight? 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 experience and expertise.

Recent Posts

Onboarding Success: Key Actions for Integrating New Employees

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Onboarding Success: Key Actions for Integrating New Employees

Beyond the standard paperwork and orientation sessions, what are the most impactful actions HR teams can take to truly welcome and acclimate new hires? 

To uncover best practices and actionable strategies, we requested a panel of seasoned HR leaders from the HR Spotlight community to help, asking them to identify their top three priorities during the initial onboarding period. 

Their answers provide a practical roadmap for organizations looking to enhance their onboarding processes, offering valuable insights into how to create a more engaging, supportive, and effective experience for new employees.

Read on!

Jenni Stone
HR Director, InfoMC, Inc.

Conduct Comprehensive Virtual Orientation

InfoMC embraces a fully remote workforce across 8 states. Being a “remote first” workplace, we prioritize three key actions to integrate new remote employees effectively. 

First, we conduct a comprehensive virtual orientation that includes live sessions with leadership and team members across departments, helping new hires understand our company culture and cross-functional workflows. 

Second, we implement a structured 30-60-90 day onboarding plan with clear milestones and regular check-ins, pairing each new hire with both a direct supervisor and a peer mentor to provide diverse perspectives and support. 

Third, we provide a curated “welcome kit” that includes company-branded items, office supplies, and technology resources, accompanied by personalized welcome messages from team members, which helps create a tangible connection to our remote culture from day one.

Brett Ungashick
CEO, OutSail

Create Personalized Onboarding Plans

Our HR team’s three key actions to welcome and acclimate new employees during onboarding are personalized onboarding plans, fostering connections, and providing structured training. 

These steps ensure new hires feel supported, connected, and prepared to succeed in their new roles.

We create a personalized onboarding plan tailored to the individual’s role and responsibilities. This includes a clear schedule for their first week, introductions to key team members, and access to all necessary resources and tools. A welcome kit reflecting our company culture is also provided to help them feel valued and included from day one.

We arrange introductions with their immediate team and key stakeholders to foster connections. Each new hire is also paired with an onboarding buddy or mentor who guides them through the initial weeks, answering questions and providing support as they acclimate. Regular check-ins with their manager further reinforce their sense of belonging and engagement.

Finally, we offer structured training programs to equip new employees with the skills and knowledge needed for their roles. This includes role-specific training, an overview of company policies, and access to tools and platforms they’ll use daily. These efforts ensure new hires feel confident and ready to contribute, fostering a smooth transition and setting them up for long-term success.

Lawrence Guyot
President, ETTE

Emphasize Cybersecurity and Digital Inclusivity

One crucial action our HR team takes during onboarding is emphasizing cybersecurity and digital inclusivity. 

Every new hire undergoes comprehensive training on our multifactor authentication systems and cybersecurity protocols, using real scenarios like handling employee data and safeguarding PII. This ensures they start with a robust awareness of the digital responsibilities crucial for maintaining our company’s security posture.

Another key focus is accessibility training. 

New employees engage with ongoing awareness sessions and inclusive design thinking, learning how these principles are integrated into our services. This immersion fosters an understanding of how ETTE supports diversity and user-friendly IT solutions, preparing them for our client-centered approach.

We also excel in creating a community through the designation of a single point of contact in our team. 

This individual not only guides new hires through the company’s IT structure but also facilitates connections with seasoned staff. This supportive structure encourages new employees to engage actively with our culture of collaboration and technical expertise from day one.

Vaibhav Kamble
CEO, CloudOptimo

Provide Comprehensive Orientation Program

A strong onboarding process is essential to help new employees integrate smoothly into an organization. Here are three critical actions our HR team takes during this phase:

Comprehensive Orientation Program: We provide a detailed orientation covering company values, culture, and key policies. This ensures employees feel aligned with organizational goals from day one.

Personalized Mentorship: Pairing new hires with experienced mentors fosters relationships and offers a support system for questions and guidance.

Regular Check-Ins: Frequent touchpoints during the initial months help identify challenges and ensure continuous engagement and productivity.

These steps set the foundation for long-term success and employee satisfaction.

Peter Hunt
Director & Physiotherapist, The Alignment Studio

Assign Mentors for Guidance

Welcoming and acclimating new employees to The Alignment Studio is a process we take very seriously, as it sets the foundation for their success and integration into our team. 

The first key action we take is providing a structured orientation program. This includes a comprehensive introduction to our clinic’s values, culture, and multidisciplinary approach, as well as detailed training on our systems and processes. We make sure every new team member understands how their role fits into our mission of delivering holistic care to clients. 

Second, we assign a mentor or buddy from within their discipline to guide them through the first few weeks. This person serves as a point of contact for questions, helps build confidence, and fosters connections within the team. Third, we ensure regular check-ins during the onboarding period to address challenges, celebrate wins, and provide constructive feedback. 

One standout example of this process in action occurred when we onboarded a Pilates instructor who was transitioning from a traditional fitness studio to our integrated clinic. 

With over 30 years of experience in the industry, I understood how crucial it was to bridge the gap between their previous approach and our clinical model. Through personalized mentorship and consistent communication, we helped them adapt their methods to align with our focus on rehabilitation and performance. 

The result was not only a smooth transition but a thriving team member who now plays a key role in delivering exceptional outcomes for our clients. This experience underscored how a well-executed onboarding process can unlock a new employee’s potential while reinforcing our commitment to excellence.

Max Shak
Founder & CEO, Zapiy

Tailor Onboarding Experience

At Zapiy.com, we place a strong emphasis on creating a welcoming and supportive environment for new hires. From my experience as a founder, I know how crucial the onboarding process is for setting the tone and helping new employees integrate smoothly into the company culture. Our HR team focuses on three key actions to ensure new employees feel supported and ready to contribute from day one.

Personalized Welcome and Onboarding Program: Our HR team tailors the onboarding experience to each new hire’s role, ensuring it’s relevant and engaging. From the start, new employees receive a welcome packet that includes essential information about the company’s values, mission, and the tools they’ll be using. 

This personalized touch helps new hires understand how their specific role fits into the bigger picture and gives them a clear sense of purpose. Additionally, they’re introduced to key team members and departments, fostering early connections that will make their integration smoother.

Comprehensive Training and Mentorship: We believe that a new hire’s success is rooted in the right training and support. Our HR team organizes a series of role-specific training sessions in the first few weeks. This includes everything from learning our systems to understanding company processes and expectations. 

To ensure that employees feel guided through the transition, we also assign them a mentor or buddy from within their team. This mentorship helps new hires feel more comfortable asking questions and getting feedback, while also promoting a sense of camaraderie early on.

Frequent Check-ins and Feedback Loops: We understand that the first few weeks can be overwhelming, so our HR team emphasizes regular check-ins. These check-ins aren’t just about tracking progress but also about creating a safe space for new employees to express concerns or share their experience. 

By proactively asking for feedback, we show that we value their opinions and are committed to making their transition as seamless as possible. It also helps us identify potential challenges early and address them before they become bigger issues.

By focusing on personalized onboarding, structured training, and regular feedback, we set up new employees for long-term success and create a work environment where they feel truly supported from the moment they join Zapiy.com.

Brayn Wills
HR Manager, ProProfs Training Maker

Offer Structured Orientation Program

As HR Manager at ProProfs, I specialize in talent acquisition, employee engagement, and performance management. Fostering a positive workplace culture and creating environments where employees feel motivated and empowered to excel is something I’m very passionate about.

Our HR team takes the following three most important actions to welcome and acclimate new employees during their initial onboarding period:

Structured Orientation Program: We begin with a detailed orientation session, meant to welcome new employees into the company’s mission, vision, and core values. This includes:

– Organizational policies and procedures walkthrough.

– Overview of their department’s role in contributing to overall goals.

– Introduction to key team members, which helps them understand their support network.

Personalized Onboarding Plan: Each new employee is given a customized onboarding plan that includes:

– Role-specific onboarding training to prepare them with any tools and knowledge required to succeed.

– Defining expectations, goals, and timelines for the first 90 days.

– Being matched with a mentor or buddy for both formal and informal aspects in the role.

Create Connection and Engagement: We provide ways through which our new hires can connect and feel welcome part of the team through:

– Regular meetings with HR and their managers to discuss any issues or concerns.

– Team-building activities or informal meet-and-greet sessions.

– Access to company resources, such as collaboration tools and communication platforms, to be integrated into the workflow.

These actions collectively create a supportive environment that helps new employees transition seamlessly, feel valued, and become productive members of the team.

Dre Thompson
Full Cycle Talent Acquisition Specialist, Innomotics

Engagement, Planning, and Transparency

As a Full Cycle Talent Acquisition Specialist at Innomotics (formerly a Siemens business), my company is doing the following to onboard new employees:

#1 – Facilitate direct engagement with key leadership personnel, including the CRO, Head of Finance, and Head of HR, via Microsoft Teams. 

The Benefit: Allows new employees to gain comprehensive insights into our organization structure and gives them the opportunity to ask pivotal questions from the outset

#2 – Managers not only assign a work body but have co-workers submit a 3 week introductory plan. 

The Benefit: Plan includes scheduled one-one meetings with essential stakeholders, fostering personal relationships through an understanding of the business.

#3 – New hires receive consistent updates through text, phone, and email, coupled with monthly check-ins by the Talent Acquisition partner who manages their hiring process, ensuring their ongoing success and adjustment within the company.

The Benefit: Transparency into the process and next steps upon joining the organization. Allows employee to be seen and heard on all fronts.

Allison Neptune
People and Culture Strategist, BARR Advisory

Emphasizing Relationships, Clarity, and Ongoing Dialogue

BARR’s approach to onboarding is guided by our focus on meaningful connections, clear communication, and empathetic support.

First, we organize a personalized welcome session where the new employee meets key team members, fostering an immediate sense of belonging.

Next, we provide structured orientation materials and hands-on training, ensuring roles, responsibilities, and organizational policies are thoroughly explained. 

Finally, we schedule regular check-ins during the new hire’s initial weeks on the job to address questions, gather feedback, and maintain open communication. 

This proactive engagement helps new hires feel supported as they learn our culture and processes. 

By emphasizing relationships, clarity, and ongoing dialogue, we ensure every newcomer quickly adapts and thrives.

Casey Cunningham
CEO and Founder, XINNIX

An Award-Worthy Warm Welcome

At XINNIX, we believe onboarding should feel like a warm welcome, not just the typical paperwork. It’s about making every new team member feel like they belong here from the day they accept joining the company.

We start by getting to know them as a person—things like their favorite candy, their pets, and where they’re from. It’s not just about the role they’re filling; it’s about who they are.

Next, everyone in the company reaches out in a scheduled cadence with a welcoming call to make them feel like part of the family as they are waiting to arrive for their exciting new adventure/job/role.

Finally, we send them a custom welcome box filled with things we know they’ll love—snacks, something for their kids or pets, or even a little nod to their college. It’s our way of saying, ‘You matter, your family matters and we’re excited you’re joining our team/work family.’

It’s part of why we believe we’ve won over 25 culture awards—because even though they’re stepping into serious roles, they are first valued as a person.

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

Employer Branding Done Right: The Best Ways to Showcase Company Culture

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Employer Branding Done Right: The Best Ways to Showcase Company Culture

A strong employer brand emerges from elements like a positive work environment, employee opportunities for growth and fulfillment, and value-aligning efforts in every avenue of the workplace and business.

We asked our community of HR leaders and business experts their idea of company culture and how they showcased their employer branding to align with the thriving cultural nuances they follow in their workplaces.

Here’s a lineup of responses we received to show you just how employer branding looks when done right!

Read on!

Yosef Adde
Owner, I Buy Houses Torrance

It’s All About Alignment

I’ve found that showcasing a company’s culture is just as important as presenting the right property to a buyer—it’s about alignment. At I Buy Houses Torrance, we highlight our collaborative and service-driven environment by sharing real client success stories through platforms like LinkedIn and Instagram.
Using testimonials, clips of making-of, and team memories we reach out to prospects who believe in the form and values of our company namely integrity, speed and customer-centric approach. For us, LinkedIn has been especially useful in reaching out to people who share our purpose and the objective of making real estate services effortless.
Be it our socials or our friendly website, we make sure all or any channels are upholding excellence and teamwork which builds a pool of similar individuals.

Kalim Khan
Co-Founder, Affinity Law

Focusing on People, Not Just Results

Personal and professional fulfillment is important to all of us, especially to new hires. Beyond case wins, we take every chance to celebrate every employee’s achievements, whether it’s work-related or a personal project. For example, our junior accountant recently passed his final CPA exam so we celebrated this win with a nice dinner and showcased it on our LinkedIn.


To attract top talent, we use platforms like LinkedIn to share real stories of how our team overcomes challenges together, highlighting the supportive and inclusive culture we’ve built.


By focusing on people, not just results, we’ve created a narrative that resonates deeply with those looking for meaningful careers.

James Ellis
Owner & Chief Brander, Employer Brand Labs

Stand Out with Unique Workplace Culture

Right now 99.99% of HR and business leaders are doing everything they can to not stand out. They post “We’re hiring!” messages on social media using the same Canva templates. Their career sites make the copy cat claims of being innovative, supportive and mission-driven without evidence, explanation or description. They run their job postings through ChatGPT to make them “read better” but without providing any more detail on what is being offered of value to the candidate or why someone should bother to keep reading, let alone apply. Their review site responses all follow the same pattern. Their outreach uses the same default messaging everyone else uses.

To a candidate, these companies are cardboard cutouts of one another racing to the bottom, turning their roles into bland commodities that are selected via coin toss.

So if you have the courage to do anything intentionally that defines, illustrates and proves a company’s unique workplace environment and culture, if you have documented your differentiated value to the point where it is clearly the foundation of every single recruitment message, you are already among the top 1% of companies hiring today.

Linda Scorzo
CEO, Hiring Indicators

Use Competency-Based Assessments

Showcasing your unique workplace environment and values is critical in today’s competitive talent landscape, where top candidates are looking for more than just a paycheck-they’re seeking alignment with a company’s culture and mission.

One of the most effective ways to communicate your company culture is by integrating competency-based assessments into your hiring process. They not only help you evaluate a candidate’s skills and potential but also ensure they align with the specific values and behavioral tendencies that thrive within your organization. By identifying key competencies tied to your culture – such as collaboration, innovation, or adaptability – you can highlight how your workplace fosters these traits and attract candidates who are motivated to contribute meaningfully in those areas.

When it comes to platforms, LinkedIn remains a standout for promoting culture and values through authentic storytelling, employee testimonials, and visuals that bring your environment to life. Don’t overlook the power of candidate-focused content on your career page or through video-future hires love to see the “faces behind the brand.”

Pair this with competency assessments, and you’re doing more than talking about your values; you’re actively incorporating them into the hiring process, ensuring the people you bring on board aren’t just capable but truly connected to your culture.

Gavin McMahon
Co-founder & Co-CEO, fassforward

Aligning Culture with Strategy

People don’t resist change. They resist being changed.

Imagine a gentle breeze. You can’t see it, you can’t touch it, but you can feel it. That’s a lot like organizational culture—a powerful, hidden force.

Culture is not written down; it is distributed in people’s heads. Culture is how we do things around here. It drives behavior, guides decisions, and determines whether a company rises or falls. When culture aligns with strategy, it acts as a tailwind, accelerating execution. But when it’s misaligned, it becomes a headwind, slowing everything down.

Shaping culture can seem like trying to catch the wind. The task is to build a culture that is cohesive and aligned with the organization’s goals, despite these complexities.

Culture can be shaped in six simple steps:

#1 – Break down and analyze your culture.
#2 – Align strategy, purpose, and culture.
#3 – Embed culture into work.
#4 – Use AI to uncover opportunities.
#5 – Tell stories to shape culture.
#6 – Continuously cultivate culture.

Jason Atakhanov
Founder, Setsail Marketing

Doubling Down on Our Culture

We attract like-minded talent by doubling down on our culture – passion for our individual work. The culture is rooted in collaboration, creativity (scrappiness), and transparency. Our studio space was modified to eliminate physical barriers— we’ve broken dividers between desks—to encourage open communication and teamwork. We also emphasize professional growth through continuous learning opportunities and hands-on collaborative projects that allow our team to innovate and excel.

We use LinkedIn & Instagram to highlight our company’s day-to-day culture, sharing behind-the-scenes content, team achievements, and testimonials from our employees. So far, this resonated with potential hires, we had them visit our events and see it for themselves – that often leads to meeting our future hires!

Arvind Rongala
CEO, Edstellar

Storytelling to Showcase Workplace Values

As the CEO of Edstellar, I focus on storytelling to showcase our workplace values. We use platforms like LinkedIn and Glassdoor to highlight team achievements, leadership development initiatives, and employee testimonials. These personal stories create authenticity and resonate with potential hires.


Video content has also proven to be successful for us. A glimpse into our culture is provided by brief videos that show team interactions or “day-in-the-life” moments. A well-liked film that demonstrated how our team celebrates little victories, such as throwing a surprise pizza party, resonated with viewers looking for entertaining and interesting work environments.


Finally, the most important people to spread the word are our employees, who act as internal ambassadors. During Mental Health Awareness Week, team members’ personal insights generated real online discussions and increased our credibility.

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

Culture That Clicks: Showcasing Company Values to Attract Top Talent

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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.

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