Building a Great Company Culture to Fuel Your Recruitment Needs

by | Oct 2, 2019 | Recruitment Process Outsourcing

In a talent-driven economy wherein dozens, if not hundreds of people choose to accept the crème de la crème of job offers, it has become utterly unacceptable for organizations today to be cavalier and flippant about their hiring decisions.

Unfortunately, a lot of organizations still do not make hiring and retaining talent a top priority.

Today’s economy makes it even more important to hire the right talent that will help shape the company culture.

In order to do that, the HR Department’s recruitment team needs to be more upfront in creating a positive organizational culture and choosing the right hires that will fit right into it.

Building a Great Company Culture

The workforce of tomorrow is different from the past generation. The average worker will have 14 different jobs in their lifetime. They require more flexibility, independence, and variety. Most importantly, candidates today want to know what’s in it for them.

Applicants inherently want to be challenged to be better at their craft. Organizations need to maximize the abilities of their new hires by offering opportunities to learn new skills. In today’s talent-driven economy, it cannot be denied that there is a need for organizations to adjust their company culture based on the needs of the ever-changing workforce.

Employees are the organization’s most valuable asset. Companies need to maximize their employees’ strengths and talents to gain a competitive advantage. Creating a great company culture is an excellent way to start motivating them. A great working environment will drive them to come to work, do a good job, and take care of the company and its customers.

A recruitment team’s ultimate goal is to hire individuals who can make a career in their position and retire in the same organization. However, what is the right strategy that can help create a culture that hires and retains top talent?

Here are several tips for creating a good company culture:

  • Likeability factor in hiring: Consider if the candidate will get along with the employees they would be working with.
  • Respect in firing: Don’t bad-mouth the person you just fired. Consider the impact on employee morale of the firing on other employees. In other words, don’t be an instigator of gossip.
  • The big picture: Emphasize that each employee, regardless of their rank, are vital members of the organization. Make your employees feel like even the most minuscule aspect of their job helps in making the organization prosper.
  • Culture of improvement: Always inculcate a “culture of improvement” by asking your employees – “How can I be better at my job?” Take what’s meaningful and make the necessary changes to your management style.
  • Transparency: Keep your employees in the know. Consider implementing an open-book management policy to keep misconceptions and gossip to a minimum.

Culture is King

Recruitment today is generally a two-way street. Candidates are checking out your company as much as you are doing your own background checks on them. They research about your company because they want to find out if your organization is the right kind of working environment that they want to be part of.

A study by Korn Ferry, a management consulting company, showed that “nearly three-quarters of respondents say culture is core to the success of organizational financial performance.”

The study also found that more than a company’s salary and benefits, the primary motivators that candidates look for in their next employer are: company culture, ability to grow and upskill, and location of work.

Paycheck is no longer the key motivator when it comes to recruiting and retaining talent. Employees today want to work for companies they can be proud to identify themselves with. They want to work for someone they believe in.

One reason why this motivational change happened involves the rise of Millennials (25-35 years old) that now outnumber the older Gen X (35-50 years old) workforce in many workplaces.

However, irrespective of their generation, both of them are still inclined to choosing company culture as their key job motivator. Jeanne MacDonald, Korn Ferry Futurestep’s President of Talent Acquisition Solutions, said, “Millennials want to feel good about where they’re working, beyond cosmetic changes to creating a sense of purpose.”

“Gen X are more interested in taking their skill set to a place where they can make an impact,” she added.

Revolutionizing Company Culture

A company culture exists whether the management is purposeful of creating one or not. Company culture is often described as the glue that holds the company and its employees together.

The foundation of positive work experience is company culture. Companies need to be committed to building a core culture that is inclusive and respectful through specific programs that creates a positive feeling of belonging to a work community that cares about its employees.

Recruiters play a crucial role in recommending the right candidate that will not just “fit in” the organization’s culture but also thrive in it.

According to Simplicant, an online recruiting software company, there are several ways that show how company culture affects recruitment. Here’s how:

  •   Corporate Culture Incompatibility

The cultural upbringing of an employee may become the make or break reason on why they can fit in and adopt the culture of a new company. Sometimes, a candidate who has a great deal of experience working in a similar corporate culture might be more important than finding someone with experience in the same industry.

This is especially true for companies with a fast-paced work environment. Employees who are used to this type of environment relish the challenge in accomplishing tasks at a much faster pace. Otherwise, they have a tendency to get bored easily. Recruiters need to be on the lookout for candidates that can fit right in the working environment of the company.

  •   Finding the Right Cultural Fit

Always remember that a candidate’s background of experience is not the most vital aspect of the hiring process. Selecting an applicant who has a good rapport with the team allows the new hire to bring in new ideas for the company. Fitting in the company culture can be more beneficial than the background of the candidate.

Hiring someone that fits right into the culture of your company might be the best way to move forward. This information can be identified during the interview process. Recruiters need to spot those candidates that are best suited for the team’s vacancy.

  •   Lowering the Turnover Rates

Cultural matches decrease the turnover of employees. Finding candidates that fit right in with the company culture are less likely to leave your organization. Thus, lower turnover rates suggest that your company will also spend less time and money on recruiting and training new hires.

  •   Better than Hiring for Skill

Hiring for company culture can be more important than hiring for skill since skills can be taught on the job. Regardless of their background, most new hires still require training in their new position.

Promoting a positive company culture requires finding an employee that is willing to learn and adapt to their new working environment. While skills may be deemed necessary, a candidate with the right behavior and attitude that will fit right into the company culture is a vital aspect that recruiters need to catch early on.

  •   Increasing the Company’s Appeal to Candidates

As the famous saying goes, “Great minds think alike.” Recruiting for company culture also means that you are marketing your own culture to potential candidates.

The best way to recruit a candidate with the right cultural fit is to promote your own organizational culture. Not only will it increase your employer brand, a job listing that promotes company culture will also attract applicants who aspire to be part of your company.

Why don’t you consider including company culture in your recruitment process?

Sysgen RPO understands the need to align our clients’ corporate culture to their recruitment needs and goals. Sysgen RPO is here to ensure that your company gets the right talent that will fit right into your corporate culture. As your offshore recruiting partner, we will provide you with unparalleled support for all your candidate sourcing and recruitment needs.



7 Ways Organizational Culture Affects Hiring – Modern Recruiting Platform. (2016). Modern Recruiting Software | Applicant Tracking System | Simplicant. Retrieved 3 April 2019, from

Korn Ferry Futurestep Makes 2017 Talent Trend Predictions. (2019). Korn Ferry. Retrieved 5 April 2019, from

Patterson, K. (2017). Softly softly — how to win the “war for talent.” NZ Business + Management, 31(3), 7. Retrieved from

Rice, A. C. (2010). Hires, fires shape company culture. Northern Colorado Business Report, 15(22), 9A–17A. Retrieved from

Wiltsie, S. (2008). Revolutionizing Company Culture. Production Machining, 8(11), 72. Retrieved from

Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.