When Larry Nash looks into his crystal ball about the future of the workplace, one thing is clear to him: workplace transparency itself. Larry, Americas Director of Experienced and Executive Recruiting at professional services giant EY, is confident that job seekers and the public will have more visibility into what it’s like to work at organizations. “Transparency will only grow as technology evolves and different social media platforms continue to grow and expand,” he says. “We’re just always increasingly connected.”
Nash and EY aren’t waiting for this interconnected, transparent future to arrive. They are embracing it now, showcasing their culture through their own website and taking advantage of sites, including Great Rated!, to show the world what EY is all about. Revealing EY’s essence to job candidates is central to Larry’s work—in the 12 months ending in June 2014, he oversaw the recruitment for nearly 6,000 experienced positions in the U.S. alone. And that number represents a more than 37 percent increase from the previous year. We recently talked with Larry about topics including the workplace transparency trend, its link to employer brand and EY’s overall mission of “Building a Better Working World.”
Ed Frauenheim: What’s the importance of company transparency in recruiting these days?
Larry Nash: At EY, we have a very simple principle—our employer brand—which is whenever you join, however long you stay, the exceptional EY experience lasts a lifetime. Being transparent is critical to our brand. Individuals looking to start their career, or change their career, want to know what working at EY is really like and what’s in it for them if they decide to join the organization. Ultimately, we know what candidates want and we know what we want.
We also know that any relationship, be it personal or professional, is built on openness and trust. That’s why we provide potential candidates with an authentic and transparent view into the organization. Then they can evaluate the potential of an EY career and determine whether EY is the right choice for them.
Ed: What is the connection between transparency and employer brand at EY?
Larry: We have a great story to tell about our brand and culture. We’re on many best-places-to-work lists, including those compiled by FORTUNE, Diversity Inc., Working Mother, and Universum, to name a few. These are organizations and publications saying that EY is a great place. So we’re confident that we can offer a lot to people and that’s why we are transparent about the specifics, too.
Ed: How does your employment brand tie into EY’s broader purpose of “Building a Better Working World”? It seems the overall company brand should make your job as a recruiter easier.
Larry: This purpose of building a better working world relates to our people, our communities, and the investing public—given how they rely on what we’re doing for our clients—and on and on. We’re completely focused on building a better working world in these different ways.
Ed: Some experts say transparency about the workplace is smart because it helps you efficiently find people that are right for your organization. Do you agree?
Larry: Yes. Our interview process—whether you’re coming from campus, have experience, or are an executive at another organization— is a two-way dialog. There are a number of interviews that take place, so candidates can get to see what we’re like, and what we can offer to fulfill their aspirations. And then we have a dialog to understand what they offer and what they’re interested in. Hopefully, over the course of the interviews, we see a match. And part of that match is a feeling that they’re coming to a culture that can enable them to achieve their goals.
It goes back to building a relationship. If we want candidates to work here, they should know what it’s like. We’re proud of what it’s like here. So, we’re comfortable sharing the culture, and what we can offer and what we can’t offer. If that is a fit for people, that’s great. And if people don’t think we can give them what they want, that’s fine as well. We want people to feel like they can have a meaningful career here, whether they stay three years, five years or the rest of their career.
(About the Author: Ed Frauenheim is editor at workplace research site Great Rated!™, where he produces content and reviews companies.)
(About Larry Nash: Larry Nash is Americas Director of Experienced and Executive Recruiting at professional services firm EY (formerly Ernst & Young). Larry is a member of EY’s Americas Recruiting Leadership team and is responsible for the strategic execution of experienced and executive recruiting efforts for the Americas. Previously, Larry served as EY’s Americas Director for Recruiting and Mobility.)