recruiting for cultural fit presented by: heather kinzie, sphr, gphr @leadingsolution
TRANSCRIPT
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Recruiting For Cultural Fit
Presented by:Heather Kinzie, SPHR, GPHR
@leadingsolution
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Session Agenda
• Recruitment Challenges• Culture• Fill vs. Fit• Six Elements of Cultural Fit• Making It Work
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Culture Goes With Everything
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Misalignment…the Journey
Good intentions
Misa
lignm
ent
Job DissatisfactionLow
Productivity
Low Morale
TurnoverIncreased Recruitment Effort
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Which would you prefer?
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Corporate Culture
“Norms” shared by employees in an organization that control the way they interact with each other, with stakeholders and with customers.
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Elements of Corporate Culture
1. Vision and mission
2. Organizational values
3. Work environment
4. Leadership style
5. Organizational structure
6. Personal qualities of workforce
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Vision and Mission
Vision: where you “see” yourself in the
future
Mission: how you’re going to get there
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Spotting the Right Candidate
Candidates may:
Ask about organization’s purpose
Be interested in how job is aligned with LTOs
Look for signs the organization is moving towards
vision
Look for relevance in policies and practices
Validate their own work in terms of results/purpose
Ask about team’s and/or talk about their own results
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Values
Characteristics that guide an organization and help it maintain its identity
or (Kinzie-ism)…Things that an organization will not compromise as it strives to realize its vision
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Spotting the Right Candidate
Candidates may:
Look for signs organization behaves according to
values
Ask about how customers, stakeholders or partners
are treated, and perhaps tell their own story
Ask about leadership behavior or tell story about their
own experiences
Ask about “unwritten” rules and practices
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Work Environment
Communication Style
Department Silos
Team Structure
Success Paths
Seniority Treatment
Dress CodeTelecommute
Centralized Control
Pets at Work
Flex TimeFree Soda
Family Focused
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Spotting the Right CandidateCandidates may:
Ask about “typical day” to include specifics about meetings,
dress code, chain of command, etc.
Ask about flexibility, telecommuting, alternate schedules, etc.
You may want to:
Offer a tour and/or ability to talk with other employees
Ask specific questions about what he/she liked about
previous work environments
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Leadership
Loyal
Truthful
Integrity
Trustworthy
Nurturing
Honesty
Predictable
Consistent
Professional
Fair
Hard Working
Expert
Connected
Sharing
Autocratic
DemocraticLaissez Faire
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Spotting the Right CandidateCandidates may:
Ask about leadership behavior or tell story about their own
experiences
Ask about why the previous candidate left
Tell stories about “losing faith” or “trusting” previous bosses
You may want to:
Ask about previous thoughts on leadership – what were the
benefits of that style/concerns with that style
Discuss current leadership style
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Organizational Structure
DivisionalFunctional
Matrix
CentralizedDe-centralized
FlatNarrow Span of Control
Chain of Command
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Spotting the Right CandidateCandidates may:
Ask about autonomy and empowerment
Tell stories about how stifled…or empowered they were in
previous jobs
Ask about various rules, policies and practices
You may want to:
Discuss chain of command and autonomy issues
Ask about his/her comfort in “following” rules/guidelines and/or
not having any at all!
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Team Qualities
• What are the high performers like?
• How welcoming is the team?
• How helpful is the team?
• How forgiving is the team?
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Spotting the Right Candidate
Candidates may:
Ask about team members (how long they’ve been there, if they
promoted into their positions, etc.)
Ask about roles, how work is assigned, etc.
You may want to:
Discuss OJT and who is delegated this task
Ask about his/her previous experience working on teams, leading
teams, etc.
Ask questions to gauge confidence, humbleness, etc.
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Ensuring Success
Start with the Hiring Manager
Don’t settle for a recruitment silo... get involved
Include characteristics of “culture” in all
recruitment communications
Identify where “matched” candidates may be
working and GET THEM!
Create a selection process to discover “mis-
match”
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Heather Kinzie, SPHR, GPHR• Strategic Management• Workforce Planning• Employee and Labor Relations• Human Resources Development• Process Improvement (LEAN)• Facilitation, Mediation and Team
Building• Public Speaking 907.334.5828
www.blog.aleadingsolution.comLinkedIn or Twitter @leadingsolution