Culture fit disrupted

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+ Culture Fit Disrupted

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PARTNERSHIP OBJECTIVES

1. Understand your company’s definition of culture fit

2. Provide a framework for assessing and developing your

company’s culture

3. Understand the steps you can take to create a truly

engaged organization

4. Map how hiring for culture fit can lead to a cost savings for

your organization

Webinar Objectives

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About Hueman

Recruitment Process Outsourcing

A form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external service provider such as ourselves.

www.huemanrpo.com

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About Hueman

Only company in America that has been named a Nationwide Best Workplace for 13 years in a row!

#1 Best Workplace in America, 2013

Top 25 Most Engaged Company

Culture Worldwide, 2016

2016 Baker’s Dozen: #2 Healthcare Leader 2016 Baker’s Dozen: #2 for RPO Midsize Deals

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Meet Dwight.

o Current CEO of Huemano Former CEO of PPR Talent Management Groupo Entrepreneur and soon-to-be authoro Founder of 10 companies over the past 20 yearso 2016 Gallup Manager of the Year Finalisto Husband and father of 3!o @djcoolswag

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o Vice President of Marketing

o Recruitment Marketing for 7+ years

o Selected as a 2016 Staffing Industry Analyst “Top

Millennial in Staffing”

o Managed teams of 45+ team members

o Directly hired 27 people

o Managed 49 recruitment brands / websites

o Generated 8 million+ online applications

o Wife and mother of 2!

And, I’m Sarah.

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more…

• It’s Their World - We’re just living in it!• Culture Fit: Tailored to Hire• #BESTWORKPLACE• Get Engaged• What’s it all worth?• Hiring Right

T O P R P O

P R O V I D E R A S

R E C O G N I Z E D O N

H R O T O D A Y ’ S

B A K E R ’ S D O Z E N

L I S T

O U R C U L T U R E - B A S E D

R E C R U I T I N G A P P R O A C H

M E A N S W E A L L W I N

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It’s Their World: We’re Just Living In It!

Jobs Added in April 2017:

211,000

55,000

6,000

39,000

6,000

19,000

-7,000

41,000

19,000

Leisure & Hospitality

Manufacturing

Professional Services

Retail

Finance & Accounting

Transportation & Logistics

Health Services

Information Technology

All data is derived from the BLS Regional and State Unemployment Report for April 2017.

Unemployment rate drops from 4.5% to 4.4%.

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What is a passive job seeker?

• Passive job seekers are typically defined as employed and not actively looking for a new job.

• An estimated 75% of all job candidates are considered passive.

But, are they really “good”?

• 71% of currently employed workers admit to job searching or at least

openness to a new opportunity.

• Among all employed adults, 65% look at new opportunities within 3

months of starting a new job.

• 58% of workers look at other jobs at least every month.

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All data is derived from Jobvite’s 2017 Job Seeker National Study..

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In Summary:

• The active job seeker pool continues to tighten as more jobs are added and the unemployment rate declines; making this a candidate-driven market.

• Passive job seekers make up 75% of all potential candidates.

• 71% of currently employed individuals are open to new job opportunities.

• We’ve eclipsed job hopping and are in the era of “hyper-hopping” - where job seekers will change jobs every 1 – 3 years.

• Employees are willing to take a pay cut – sometimes at 50% -- to have a job that they are passionate about.

What does this mean for you as you think of your recruitment or retention

strategies?

You have to tap into the “passion” and “bliss” that job seekers – and existing

employees – say that they are looking for.

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At its core, cultural fit means that employees' beliefs and

behaviors are in alignment with their employer's core values

and company culture.

Culture Fit: What is it?

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Culture Fit: The Unconscious Bias

In their strife for increased diversity and inclusion, Facebook believes that the

idea of Culture Fit has become the embodiment of unconscious bias, meaning

that hiring managers are hiring people like themselves and discounting those who

are different. This type of thinking hinders diversity and leads to homogenous

cultures.

“At its core, cultural fit means that employees' beliefs and

behaviors are in alignment with their employer's core values

and company culture.”

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PARTNERSHIP BENEFITS3 Things That Make “Good Ol

Hires by Type Agenda“Good Old-fashioned” Recruiting TRADITIONAL VS. FOCUSED RECRUITING

STRATEGIC IMPACTStep 1: Define Your Core Ideology

Brand Promise: We put you first.Core Purpose: Creating great employment experiences.

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STRATEGIC IMPACTStep 2: Develop and Articulate Your Mission Statement

We stand for

We build relationships with people, not companies.

We build culture around people, not things.

We connect people: the right person with the right position, for the right company – at the right time.

Creating a great experience always startswith treating people right.

WE STAND FOR PEOPLE. WE ARE HUEMAN.

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STRATEGIC IMPACTStep 3: Define Your Core Values

Change: Change is an

essential component of our success.

Excellence: We are never satisfied and take pride in

high standards.

Service: We provide world-class

service.

Trust: We display

honesty, integrity and ethics in all

aspects of business.

Teamwork: We actively

participate in our culture.

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#BESTWORKPLACE: Our Journey

#1 Best Small Workplace in America

(2013)

#7 Best Medium

Workplace in America

(2016)

#16 Most Giving

Back Workplace in America

(2016)

#4Best Small Workplace in America

(2015)

#9 Best Workplace for Women in

America (2015)

#2 Best Small

Workplace in America (2014)

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OUR AWARDS#BESTWORKPLACE

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OUR AWARDS#BESTWORKPLACE Start by assessing how your employees feel your company treats them in the following areas:

Credibility

Respect

Fairness

Pride

Camaraderie

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An “engaged employee” is one who is fully absorbed by and

enthusiastic about their work and so takes positive action to further

the organization’s reputation and interests.

Get Engaged: What is an engaged employee?

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OUR AWARDSGet Engaged.

Source: HR Muscle

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OUR AWARDSGet Engaged.

Source: HR Muscle

Won when Hueman was still part of PPR Talent Management Group

99th

99th

99th

98th

99th

99th

98th

99th

98th

99th

83rd

97th

98th

Overall Satisfaction

Know What's Expected

Materials & Equipment

Opportunity to Do Best

Recognition

Cares About Me

Development

Opinions Count

Missions / Purpose

Committed to Quality

Best Friend

Progress

Learn & Grow

Percentile Rank Among All Companies

Employee Engagement Results

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STRATEGIC IMPACTGet Engaged: It Starts With Communication!

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OUR AWARDSGet Engaged. Assess how engaged your current employees are

Communicate regularly

Be transparent

Ask specific questions

Ask for and listen to feedback

Prioritize feedback

Incorporate that feedback

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What’s It All Worth?

To get started, you need the following information about your organization:1. Revenue per employee (We’ll use $600,000 for this example)2. Incremental Profit Margin Per New Hire (We’ll use 40% for this example)3. Top Performer Contribution Increases (We’ll use 25% and 15% for this example)

Now, let’s calculate!

Revenue Per Employee x Profit Margin $600,000 x 40% = $240,000

This is now our baseline for performance, which means we will assume the average employee contributes $240K each year.

Now, we’re going to assume that the top 25% of employees contribute 25% more than the baseline, and the next 25% of employees contribute 15% more than the baseline:

$240,000 x +25% = +$300,000, or $540,000 total

$240,000 x +15% = =$276,000, or $516,000 total

So, based on these figures, if a recruiter at your company is making 30 hires per year, the total variable profit contribution of these people is $7.2 million. If that same recruiter hired individuals that became part of that top 25% of performers, this increases to $9 million a year, equaling a profit improvement of $1.8 million!

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Step 1: Understand your audience and their motivations.

A CFO’s responsibilities include:

• Developing business strategy – including business forecasting, budgeting and profitability.

• Endorsing the financials and KPIs to achieve before-mentioned strategy.

• Funding the business and strategy.

So, you need to:

• Make sure you are fully up to date on the organizations’ strategy. Ask questions. Map how your strategy fits into the long

term direction of the business. If you can’t answer that, then there’s no point in asking for funding.

• Make sure you understand how success is measured.

• Be able to clearly demonstrate ROI – even if it’s a long term ROI strategy.

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Step 2: Ask yourself the right questions and start to build your business case.

2. What’s the ROI on the investment? You must clearly define this, including:a - Payback period: The length of time required for an investment to recover its initial outlay in terms of profits or savings.b - Internal rate of return: The interest rate at which the net present value of all the cash flows (both positive and negative) from a project or

investment equal zero.c - Net present value: The value in the present of a sum of money, in contrast to some future value it will have when it has been invested at

compound interest.d - Profitability index: The ratio of payoff to investment of a proposed project. It is a useful tool for ranking projects because it allows you

to quantify the amount of value created per unit of investment.

1. How does the HR investment tie back to the strategy? Always reference strategy documents verbatim as it shows you understand the business’s objectives.

3. Use the right lingo: Stakeholders, ROI, Human Capital Investment, and Fiduciary Responsibility are some of my personal favorites –and can pull at the heart strings of even the most difficult CFO!

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Step 3: Be realistic, succinct and precise.

• Be ready to defend your numbers.• Show benchmarks in the market, and how your organization ranks comparatively.• Include case studies of other organizations who have been successful at implementing a similar initiative.• Provide a realistic implementation plan – that includes a section identifying required resources – both financial and human• Be concise, keep it simple and keep it snappy! An executive summary goes a long way…and honestly, is sometimes the only thing they read!

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STRATEGIC IMPACTHow to Hire Those Top Performers

Here’s what we do to hire the best – internally and for our clients!

Don’t create job descriptions only about listing skills, experiences and competencies.

Define the job as a series of challenging, measurable performance objectives.

Advertise the unique employee value proposition.

Implement a 40/40/20 sourcing plan.

Conduct a rigorous performance-based interviewing process that involves more than just you!

Provide the candidate with a 30% non-monetary increase.

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Interested in having Dwight consult? Or, finding our more about us and our services?

Contact Us!

[email protected]

www.huemanrpo.com

Culture fit disrupted

Recruiting & HR

Transcript of Culture fit disrupted