why your company culture is the secret to better hiring

Why Your Company Culture is the Secret to Better Hiring

Catherine Spence Co-Founder, Pomello

November 2016 | TalentWeek

Recruiting Is Plagued By 3 Major Pain Points


There Are Too Many Undifferentiated Applicants



It Takes Too Much Time and Costs Too Much



Hiring Managers and Recruiters Lack the Right Data to Make Good Decisions

BUT…

How Do You Fix It? Company Culture


Using your company culture in your recruiting process can…

IMPROVE THE QUALITY OF YOUR CANDIDATE POOLà It’s not about attracting the most candidates, it’s about attracting the right candidates. REDUCE TIME AND COSTS SPENT RECRUITING à Identify your highest potential candidates quickly. MAKE BETTER HIRING DECISIONS à Use a consistent predictive framework to evaluate your candidates.

Defining and Attracting The Ideal Job Candidate


1.  Avoid over-qualified candidates 2.  Define your ‘minimum viable skillset’ 3.  Articulate your culture to maximize

motivation

Identifying Your Highest Potential Candidates


And avoiding bad hires

1.  Gather culture preferences from candidates using a consistent and validated framework

2.  Use this framework to score candidates based on their culture fit potential

3.  Combine with other resume screen assessments to prioritize which candidates to interview

Interviewing For Culture Fit


Interview Guide

Top Values for Deposit Services HP - Client:

Customer Orientation - Individuals place a high value on listening to internal/external customers, are attuned to customer needs, and are market

driven in their decision-making.

Tell me about a time you created a positive outcome for customers.

Give an example of how you repaired a customer relationship.

Collaboration - Individuals place a high value on team dynamics, cooperation, and support. They avoid aggressive behavior, and are less

comfortable with conflict.

Give an example of a time when you led a team or project.

Tell me about a time when a team you were on was having trouble working together.

Integrity - Individuals place a high value on honesty and ethics forming the foundation of their behavior in the workplace.

Tell me about an instance where you prioritized the integrity of a process over the outcome.

Give an example where having a strong sense of ethics contributed to the success of a team or project you have worked on.

Structured Behavioral Interviews

1.  Your core values should define the framework of your culture interview questions.

2.  Use open-ended behavioral interview questions. 3.  Do not lead candidates to the ‘right’ answer, or ask candidates

questions where there is a ‘right’ answer

How Does This Solve My Pain Points?


Too Many Undifferentiated

Candidates

Takes Too Much Time, Costs Too

Much

Recruiters Don’t Have the Right

Data

Cast a wide net in terms of skills, and narrow the

net for core valuesà

Improve the

quality of your applicant pool.

Using a culture screen identifies a smaller group of high potential

candidatesà

You spend less time and $$ interviewing

duds.

Culture analytics on candidates

improve the quality of your

hiring decisionsà

New hires will perform better

and turnover will fall.

What’s The ROI of Hiring For Culture Fit?


0.65 0.7 0.75 0.8 0.85 0.9 0.95

Perfo

rma

nce

Ra

ting

Predictive Compatibility Score

High

Low

Time Since Hiring

% o

f Ne

w H

ires

Still

at C

om

pa

ny

Top Score Quartile

Bottom Score Quartile

Hiring to optimize for culture alignment leads to higher performance and lower turnover

Compatibility vs. Performance Predict long term performance --

YES

Employee Attrition Curves Stronger fit leads to lower turnover --

YES

Hiring For Culture Best Practices


Here are the top 5 best practices to bring culture into your hiring process: 1.  Know your culture 2.  Define your ideal candidate in terms of skills and values 3.  Gather consistent data on candidate values/

preferences 4.  Use culture data in concert with a resume screen to

determine who to interview first 5.  Use culture data to structure your culture fit interviews

Questions?

[email protected]


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