”Culture is key to prevent The Great Resignation from taking place in your company.”
No one could have ever predicted a War for Talent as heavy as the one we’re in right now – especially after everything that happened in the last two years. And I can tell you one thing. 2022 will be much more challenging.
Your best employees will get approached by recruiters on a daily basis. There is a fair chance that they will eventually leave you to join a company that better reflects their personal goals or beliefs. In a candidate-first market, culture is the one thing that makes your employees either stay or leave.
Being a founder of a company of 30 people myself (aiming to be at 60 by the end of this year), culture is a critical topic for me. Therefore I read and research a lot about it. Personally, I’m a big fan of reading the best practices from companies who got it right. Learning from their successes, instead of re-inventing the wheel myself.
One of our customers that I would, definitely, define as a best practice when it comes to culture hiring is FRISS. FRISS is a Dutch software company, founded in 2006, counting with a headcount of almost 200 employees today. What makes them stand out to me is the following: FRISS excels in culture-driven hiring.
In this guide, we will share their secrets.
Cheers, Charlotte Melkert
Co-Founder & CEO at Equalture.
Insights you will get from this guide
- FRISS: A quick introduction;
- Their Recruitment process start 2021;
- Challenges FRISS faced in 2021;
- How they currently are the champion when it comes to culture-driven hiring;
- Their results after implementing Equalture
