Maslow’s pyramid states, and we agree, that every person, no matter what level of this very pyramid he is, wants to feel like a human being and receive confirmation of this through relationships and communication. Every person wants respect, the embodiment of talents and favorable opportunities, decent working conditions and humane treatment.

And no one at all wants a lack of time for themselves, job dissatisfaction, lack of praise and constant depreciation, chronic stress and an endless busy pace of useless work.

At different moments in life, a person has his own priorities and choices. And this is a normal, ordinary situation. And experienced recruiters are well aware of this and clarify the values of a particular candidate during interviews. For some, the priority now is stability and material rewards. And for some, growth in the profession and the use of acquired skills. The one size fits all method no longer works.

People work with people. And it would be good to remember this too. Nowadays, leadership is defined not so much as commitment to some big idea, but to the person who is the bearer of this very idea. The value of individuality receives increased significance. Even if it sounds trivial and understandable. For some reason, we most often forget such familiar and well-known things.

For strong communication, IT recruiters find out the company’s value proposition and benefits for the candidate

But this is not enough, so we also take into account the values that the hiring manager has. To accurately determine which team to recommend a candidate to. It happens that an applicant is not suitable for one manager, but fits perfectly into another team. And this can be in the same company, with the same values.
The same value proposition applies to the product and its development in the market. For some, working in fintech is an opportunity to develop and master a new stack, for others it is a categorical taboo.

Company value proposition

What makes up the company’s value proposition. In the classic version, these are the needs of the target audience, the benefits of the product and the uniqueness of the offer. This is extremely important for us. The foundation of the IT recruiter’s work with candidates and company representatives is built on this proposal. And we talk about this at the first meeting with the client.

A big idea is not something that is carved in golden letters on the walls, but something that turns you on, makes you move, achieve, develop and see new horizons.

Company description – what you and your company are about. What do you tell others about? What are you creating? What do you rely on? In a situation of global instability, candidates want to know what and how they will work. Nobody canceled the salary and the importance of material things too. But this is no longer the only factor for choosing a company. More and more candidates are choosing a new stack and development over high salaries and constant routine. Above all else, they put what they believe in and what they want.

Root values are what the company’s employees convey – creativity or stability. Strict corporate rules or a free home atmosphere. Something that is essential to everyone in the company. And if previously the selection of candidates was based on the company’s values, now, when there is much more choice, candidates are choosing companies that meet their values.

The cost of hiring mistakes is getting higher. That’s why we carefully study the company’s corporate culture, dive into the depth of meaning and only then find applicants, reducing the risk of making the wrong choice.

Company advantages – why you. Why should I work for you, choose your company. This question inevitably arises among candidates. And this is another chance to talk about the values and the company. This creates additional value for the company for the candidate.

The added value of the company retains employees and attracts candidates to the company. This creates an image of a cool company in the eyes of candidates.

And of course you need to talk about this with hiring managers. Recruiters act as external experts; they see trends and changes in the market.

Employers are pros in their product, IT recruiters in theirs. Partnerships are about communicating the right and important information in a timely manner that affects what decisions will be made and the speed of hiring. And what may now seem like something new and optional will very soon become a must have.

Tone of voice – how the company’s voice sounds. How do you talk to your subscribers on social networks and professional communities. How do you communicate and convey the company’s values? Are there any contradictions here? When a company declares that it is “young, fast-growing, customer-oriented,” and then suddenly disappears and does not give feedback to the candidate. There are no trifles in communication. Even the speed of response to messages coincides with the company’s values. This may or may not build trust in the company among employees and candidates. Candidates make conclusions about the reliability and sincerity of the company very quickly. There is a lot of information and it is easy to find on the Internet.

Values, just like corporate culture, cannot be created from scratch. They are crystallized spontaneously by the leaders who run the company and those who agree to work with them, sharing and supporting the vision of the business. Everything is already there. It is worth thinking about and demonstrating these same values. This is the basis on which all communication rests.