Tell me why I should join your company?
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Transcript of Tell me why I should join your company?
Kim StringerCrimson HR
Fast Growth Cultures
• Company Values and Culture
• Learning and engagement
• Talent management
‘Tell me why I should join your company?’
Choose 3 words to describe your Company to your friends.
What makes your business different?
What’s your USP to attract great talent?
Company Values
Example of values
Team work Problem solving DeliveryThinks clearly Embrace the Change Be Curious
Examples of Tools:360 feedback Appraisals Salary review Talent review Awards Recognition
Culture and Values
Culture in fast growth companies…
Every person counts…..
Culture counts!
Talent engagementCulture what’s it like
working here? Will I want to go out with
them after work? Recruitment
What do I get out of it? What can I put onto
my CV?
Career and Learning
How soon will I get promoted?
What can I learn, and from whom?
Performance
What will they expect from me? How much
am I willing to give them?
Reward
What do I get out of it? When do I get options?
Retention
How long will I want to stay? What kind of
company will it be in 2 years time?
Aligning Globally
What are the people like in San Francisco, and when can I work
over there?
Values based Competency Framework
Positive behaviour Negative behaviour
Learns from mistakes
Asks the right questions
Challenges the status quo
Delivers poor solutions
Distracted with irrelevant issues
Confuses the issues
Core level Advanced level Mastery level
• Thinks about issues and
solutions
• Wants to learn
• Acts on feedback
• Challenges constructively
• Independent thinking
• Supports individuals and
teams to work through
issues, and try things
out, and learn from any
mistakes
• Encourage people to
disrupt and create new
ways.
Strategically drives
innovation forward
Outstanding
business acumen
and searching for
solutions.
Shares knowledge
externally.
Seen as a leader of
innovation.
Be Curious
Positive behaviour Negative behaviour
Engages with others
Actively works at relationships
Encourages team spirit and energy.
Creating silos
Closed communication.
Aggressive.
Does not listen to others opinions
Core level Advanced level Mastery level
Great team player.
Shares information.
Knows responsibility within
the team and contributes.
Manages cross functional
teams and projects.
Motivates others to work
through conflict.
Engages with team and
getting ‘buy in’.
Builds strategic
external relationships.
High emotional
intelligence.
Understand dynamics.
Motivates team
through tough times.
Values based competency framework
Collaborate
Leaders Stump speech Ref: Fierce conversations – Susan Scott
• Where are we going?
• Why are we going there?
• How are we going to get there?
• Who is going with us?
Stages of growth
Recruiting
Culture. Fun.
Entrepreneurial.
Generalist .
External consultants for specialist areas when needed.
Family feel.
Start Up
‘Teenage kicks’Communication
Leadership. Direction.
Management.
Structure
Development
Retention
Shape the right team.
Specialist skills
Tough managerial decisions
Scale –‘Growing Pains’
Leadership – for next stage.
Change.
Talent-succession management.
Rewards -incentives
Drive the performance
Challenge
Exit-‘Grown up’
Talent Management
1. Who do we need for the next stage of growth? What skills do they need? Leadership? LVI feedback.
Who don’t we need, and what do we do with them?
2. Who are the HiPo’s?Specialists experts as well as team managers, Rising stars?
3. Who are the Retention Risks? Who are the critical people?
4. What are we going to do? Develop, Reward, Retain, Share the expertise, Recognise. Pat on the back!
What got you here, Won’t get you there
Many thanks.
Kim Stringer
Culture in fast growth companies. Every person counts. Culture counts!