Employer Branding in IT Companies: In 5 Steps to Company Culture


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Corporate culture plays an important role in the battle for IT talent. The winged word is mostly used in boys Company high traded. But what does it actually mean? And above all, how do IT companies find their own company culture?

Employer Branding in IT Companies: In 5 Steps to Company Culture Employer Branding in IT Companies: In 5 Steps to Company Culture


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Here writes for you:

Stefan Schwarzgruber Stefan SchwarzgruberStefan Schwarzgruber has been responsible for the business development of Stackoverflow in the DACH market since 2015.

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A decisive weapon in the fight for young IT talents

As good as any Company look for her. The really good ones are hard to find and even harder to tie. We are talking about programmers who are probably the most important employees in the digital age. With their skills they write the script for the future.

Through our annual survey, the Worldwide Developer Report, we know that developers value far more than just the end of the month salary. You can choose where and what you work for. Reason enough to take a closer look at the topic and to show what role the corporate culture plays in this.

What is corporate culture and does it really need that?

Corporate Culture, also known as Company Culture, is a popular buzzword. It describes which values ​​are important to the company and what it stands for. These can be social, ethical or economic points.

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Many companies make things like: “Mistakes are human and allowed. We as a company want to support our employees to learn from mistakes and help them on their way. ” Company culture are the values ​​that describe a guideline for corporate decisions and the cooperation among colleagues, superiors and customers.

Values ​​as a unique selling point

These values ​​are immensely important as a unique selling point, because they give the own company a personal touch and in the best case even bind employees.

If these identify with the values ​​and are dealt with authentically and with integrity, competitors will find it difficult to recruit colleagues. If you deal well with your own employees, you will see that they become brand ambassadors of your own workplace. That's how you motivate them properly.

In 5 steps to the company culture

But how do companies get into a company culture that radiates inwards and outwards? These 5 tips will help you:

1. Defining Company Culture:

The best way to determine company culture is to write down what you stand for: Are transparency, honesty and support important to you? Or maybe it's hard work, productivity and competition? Everything is possible, there is no right or wrong, but empty phrases such as “passion” or “entrepreneurial thinking” should be avoided.

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A good clue is the long-term goals of the company and how people - whether employees, service providers or just guest - should be treated. At the same time, care should be taken to ensure that the values ​​on the one hand increase the motivation of employees and at the same time make them the center of corporate decisions.

Another good tip: 3 company values ​​are better than 10, because you can remember them better and less meaningful here.

2. To present oneself as something special:

A good starting point is that companies give priority to things in which they are really good or what the employees are burning for. Search fields for these peculiarities include, for example, the team, the products, the work climate and collaboration, and the challenges and impact of the work of developers.

Knowledge sharing and learning among company values ​​should be highlighted. More concretely, it means showing how colleagues develop, or giving your employees time to meet to talk about problems or ideas.

3. Daily life of values:

The company culture must always be maintained. Especially with changes such as new employees, rapid growth or acquisition of the company, it is particularly important that the defined company values ​​are maintained. Employees then rely on them, which can avoid uncertainty. In this case, open the points during a team meeting and refer to the corporate culture.

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It must also be made clear to each employee that he or she is responsible on a daily basis for confirming the company's values: in dealings with customers, colleagues, parcel deliverers or cleaning staff.

4. Use social media as a channel:

It does not have to be complicated to communicate lived company values. In everyday use of social networks, companies should occasionally post posts that underline the company culture. Show how employees help each other or at conferences.

Instagram, Facebook and Co work well because they can authentically show how employees are treated. Write blog articles on recent developments such as promotions or conference visits, showing that you care for and take care of your employees. These things have tremendous radiance today.

5. Be sure to include corporate governance:

An immensely important point are role models in a company. They have to live up to their corporate values ​​and prove their integrity: an open culture of mistakes, for example, does not go hand in hand with screaming bosses.

The value “doer” does not match a number of coordination loops with the management level. Management in particular must set a good example and set an example for employees here.

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