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Jason Medley - Quirky's Recruiting Culture

How Jason Medley, Quirky's Director of People and Culture, Is Building the Right Culture for Engagement and Growth

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Jason Medley - Quirky's Recruiting Culture

  1. ENGAGEMENT & GROWTH Building the Right Culture for JASON MEDLEY Director of People & Culture
  2. INVENTION IS HARD
  3. > design > research > manufacturing > merchandising> distribution > retail marketing > consumer marketing > inventory > logistics > margin analysis > packaging > point of sale > intellectual property management > direct sales / marketing > prototyping > mechanical engineering > regulatory issues > markdowns / seasonality > customer service > press / product reviews > channel management > replenishment > EDI / Technology Backbone
  4. BUT INVENTION IS IMPORTANT
  5. THE BEST IDEAS DON’T COME
 FROM THE BOARDROOM
  6. THE BEST IDEAS COME
 FROM THE LIVING ROOM
  7. QUIRKY IS AN INVENTION PLATFORM THAT BRINGS REAL PEOPLE’S PRODUCT IDEAS TO LIFE.
  8. 1.1 MILLION CREATIVE PEOPLE AROUND THE WORLD
 SUBMIT OVER 3,000 IDEAS A WEEK TO QUIRKY.COM.
  9. THESE IDEAS ARE PUT TO A VOTE
 AT OUR WEEKLY LIVE PRODUCT EVAL.
  10. THE QUIRKY TEAM DOES THE HEAVY LIFTING TO MAKE THE CHOSEN PRODUCTS REAL.
  11. INVENTORS AND INFLUENCERS EARN PERPETUAL ROYALTIES AS LONG AS PRODUCTS ARE FOR SALE.
  12. AND HAVE PAID $MILLIONS TO OUR COMMUNITY
  13. SOMETIMES, OTHER COMPANIES LEVERAGE OUR PLATFORM
 TO COMMUNICATE WITH THEIR CUSTOMERS.
  14. AND WE BUILD THINGS LIKE
 THE WORLD’S SMARTEST AIR CONDITIONER.
  15. AND AIR COMMERCIALS WHERE
 OUR CEO RUBS THE INVENTOR’S FEET.
  16. WE ALSO REINVENTED THE LIGHTBULB FOR THE INVENTORS OF THE LIGHTBULB.
  17. OVERALL, QUIRKY IS AN EXCITING PLACE TO WORK
  18. EMPLOYEE BUZZ
  19. SCH SF G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o
  20. • 97% of employees are proud to work at Quirky • 94% of employees have or would work over
 a weekend to complete a project • 90% of employees often talk about Quirky • 85% of employees are motivated by Quirky’s culture • 31% reduced attrition T H E R E S U LT S A R E I N …
  21. Best Places to Work 2015 Employee’s Choice Award | Companies Under 1,000 #8
  22. WE’RE ON A MISSION TO CONTINUE
 MAKING INVENTION ACCESSIBLE.
  23. ENGAGEMENT & GROWTH Building the Right Culture for
  24. • 21 % higher productivity • 22% higher profitability • Lower turnover • Lower absenteeism (Gallup, 2013) Higher Average Employee Engagement Levels Lead to
  25. How Do You Measure for Culture Fit?
  26. WITH A STRONG SET OF CORE VALUES START FINISH IMPATIENT SELFLESS FUTURIST AGILE EMBRACE CONFLICT
  27. What is Culture?
  28. Cultureis the Character and Personality of your organization (ERC, 2013).
  29. CULTURE EMPLOYER BRAND
  30. CULTURE ANSWERS THESE QUESTIONS • What is our mission / What are we passionate about? • How will we serve our clients and customers? • How will we work together as a team? • How will I contribute as an individual? • How do we communicate internally and externally? • What do we celebrate / How do we celebrate? • How do we overcome obstacles and conflict? • How do we move forward? • What types of policies should we implement? • What does our office environment look like?
  31. Where Does Culture Come From?
  32. Culture Starts WITH YOUR FOUNDER(S) AND LEADERS
  33. EVERYTHIN G AFFECTS CULTURE.
  34. CULTURE Management How org. is managed Communicatio n Leadership Celebratio n Systems, procedures, structures Managers Workplace Practices Recruitment and On-boarding Retention Policies & PhilosophiesHandbook Code of Conduct Attendance and dress code People Personalities Values and experiences Diverse skills Work Environment Decorations Food Office layout
  35. HOW DO WE BUILD CULTURE?
  36. BUILDING CULTURE DO • Understand what your current culture is • Define what you want your culture to be • Make sure your mission, vision, and values honestly reflect what you want your culture to be • Clearly communicate what you want your culture to be throughout • Make sure it’s believed and practiced from the top down • Measure the state of your culture • Hold everyone accountable to being a culture fit (Recruitment, performance management, etc.)
  37. BUILDING CULTURE DON’T • Ignore it! • Hire employees who aren’t a culture fit • Create bad managers • Forget about learning and development opportunities
  38. Hiring Managers Can Be Difficult
  39. But, it can be a REWARDINGExperience
  40. Strategic Business Partner vs. Administrative Support
  41. •Human Interaction •Technology •Analytics Hiring Manager Engagement
  42. HUMAN INTERACTION .Don’t be afraid of it.
  43. RULES OF HUMAN INTERACTION DO DON’T • Attend team meetings • Weekly 1 on 1 with HM • Encourage a process with HM/Team interaction • Run and hide • Rely on e-mail • Assume things • Over promise
  44. TECHNOLOGY .It should support your process, not interfere.
  45. Find the right technology for you and your hiring managers • ATS • Sourcing • Communication
  46. Analytics Pick meaningful analytics that work for you and your hiring manager
  47. “The right interaction, technology and analytics will help you become a recruitment strategic business partner”
  48. REMEMBER! • There is always a culture • Everything affects culture • Start thinking about your Culture Brand • Building a culture of engagement makes good business sense • Be a strategic business partner • Human interaction, Analytics and Technology
  49. THANKS FOR YOUR TIME
  50. References 1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth. http://www.gallup.com/businessjournal/163130/employee-engagement-drives- growth.aspx 2. ERC. (2013, March 6) Workplace Culture: What it is, Why it Matters, and How to define it. http://www.yourerc.com/blog/post/Workplace-Culture-What-it-Is- Why-it-Matters-How-to-Define-It.aspx

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