10. Whys and HR Hiring Goals:
1. Decreased time &
cost in sourcing
2. Quality hires
11. How?
• Assessment: both parties take
• Email with matches
• Opportunity to ask more questions and view
profile
• Reaching out for next step- the date
18. “Those who fit well with the
[organizational] culture stayed longer,
were promoted faster, and
demonstrated greater commitment to
the firm. Interestingly, these outcomes
of person-culture fit mattered more for
performance than did the more
typical person-job fit we think of
which is how people’s knowledge,
skills and abilities fit the specific job.”
20. List of continuums of values-
what you need to assess on based on
how culture is defined in organizations
I am working on
these, you don’t have
to do anything with
this slide- I’ll add
37. Best practices/innovative
ideas in selection:
• Realistic Job Previews/ Virtual Job Tryout
• Competition Based Hiring
• Improve your interviews
• Actually do a real reference check
Why did I sign up
b/c of the why people go on dating sites
Why of dating sites
It is better than the bars, they can get connected to people they may never meet going out- it is a traditional marketplace website (like ebay) where there is a critical mass to create a networking effect – do I need to define what networking effect?? Also technology has increasingly been the way people connect initially
It’s a place to find capatability – and all the commericals on this market to this need/why for example –”More lasting marriages than any other site” that is what most want, but some just want to hook up as something the questions asked- “What are you looking for- fun, companionship, marriage, etc.
So if our whys align can our hows align too?
What eharmony and other dating sites are doing is combining sourcing and screening into one thing. Are we doing this in HR to meet our goals of time saved which is money saved and quality hires?
So if our whys align can our hows align too?
Do a slide for each one of these with a screen shot of examples
Note that we will be coming back to to better methods for the date at the end- no one gets married without meeting, not implying we should in hiring either
Talk about how organizational fit is more important that job fit- pull info from blog post and results it is more important b/c it leads the results we want- list results and statistics with engagement, etc.
Talk about how organizational fit is more important that job fit- pull info from blog post and results it is more important b/c it leads the results we want- list results and statistics with engagement, etc.
From Jennifer Chatman with Haas School of Business at University of California, Berkeley
How organizational fit is defined
So back to this handsome guy
Walk through conversation with Drew
Walk through conversation with Drew
So what does this look like on an assessment?
Adventurous might ask questions like, “I climb mountains.” “I run marathons….” etc.
But it is needed in environemnts that can be unsafe, where there is a right and wrong way to do things
If you wanted to hear a presentation from someone like this you should have gone to hear a lawyer speak yesterday
My pride was a little hurt when I got this back and showed that honestly, I would not be a good hire for this client, I would have been screened out
but
Bottom line- consultants/entreprenuers don’t fit with manufacturing production work- they just want to come in, analyze the situation and tell you what to do and then get out
Which may be why my score on intiative and effort looks a little bit better
Because fit is being assessed based on organizational values and desired behaviors, turnover has dropped 50+%
It only works if there is an accurate picture of who both parties are and what their values are that is demonstrated in their behaviors. Have you assessed your companies culture??? If we learn any lesson from Eharmony, its that the organization needs to take a look in the mirror, not just the candidate through an objective instrument in order to match for the best fit. Are you values real and ingrained in your culture through behaviors or do you just have lip service to your “values”?
And that may be the missing piece- there are pre-screening assessments everywhere but are we truly matching them to the job needs through a job analysis, and even more importantly to organizational needs through an organizational analysis? Suggest that this be done by all employees taking it and then using aggregate data to define the culture along continuums
Again, this is for both sides of the equation
Use example of Willingness to move first and how this is for both sides- employer and employee
For example of this, on e-harmony assessment
Do you smoke? Will you marry a smoker?
Do you have tatooes- will you marry someone that has tatoos
Pull ellen video of david beckam with tatooes on 04/24 episode
Or brad pitt then click and he has cigarette in his mouth
What is your religion? Will you marry someone in the following religions?
Like a Harvard MBA or a 4.0 that have been proven not to predict success- major and gpa- just ask google, gets you to focus on the fit dimensions that matter- you don’t even see Brad Pitt come into your in box because he smokes and you won’t marry a smoker
Example of Nucor- has to have someone that is willing to move for certain positions- if they aren’t then you hire them, they aren’t going to be happy and you aren’t going to keep them long term
John the 4.0 engineering grad (who by the way looks a little bit like Brad Pitt- b/c research shows we get trapped in this too) who is highly rules oriented and prefers to be told what to do and how to do it will not work with your innovation culture- you won’t ever see him in your inbox
And also good that he won’t ever see you as a match- value in that we care about what the other side of the equation wants to lead to better matches
B/c no one gets married without dating first
No one hires with just a assessment of organizational fit
Interviews: Hireology- http://www.hireology.com/the-science
Hirevue: http://hirevue.com/
Who? By Smart and Street - http://www.amazon.com/Who-Geoff-Smart/dp/0345504194/ref=sr_1_1?ie=UTF8&qid=1430159604&sr=8-1&keywords=who%3F
Ac
Interviews: Hireology- http://www.hireology.com/the-science
Hirevue: http://hirevue.com/
Who? By Smart and Street - http://www.amazon.com/Who-Geoff-Smart/dp/0345504194/ref=sr_1_1?ie=UTF8&qid=1430159604&sr=8-1&keywords=who%3F
Ac
Plug concept asking for test cases
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