The Power of Cultural Output by Simon Morton, Head of Development.
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Culture, engagement and retention are now firmly on the agenda for business leaders but how do you solve a problem you didn’t know you had? Simon takes on company culture at a high level, where it sits in recruitment as a tool and how to harness its full potential. From career path mapping to fit analysis, he’ll be sharing insight into the power of a great culture and how that can help you attract and retain the best talent.
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The Power of Cultural Output by Simon Morton, Head of Development.
- 1. The Power of Cultural Output (Know yourself before someone knows you better)
- 5. What is it?
- 6. Culture is…?
- 7. Just high level it
- 8. I see you… You see us
- 11. User behaviour
- 14. Review
- 15. Manage
- 16. Explore
- 17. Who should I be?
- 19. Location is what it is Money ≠ Happiness Who are you? Cultural output is powerful… Know yourself before someone knows you better!
- 20. Our focus on culture
- 21. Focus on culture… It holds the power! Capture the right people and build roles around them Frequent communication of hiring needs throughout the business Strong relationships between hiring managers and talent acquisition/HR teams
- 22. Thanks for listening Where to find me… www.linkedin.com/in/simon-morton
Notes de l'éditeur
- Hello Can you relate? Role to fill… Need commitment to your company You start with a job spec…
- Start with job spec Location – Easy. Is what it is, even if its home-based or field-based. Salary – Easy. Market rate. Tools. Sills, job type, etc. – Easy. Hiring manager has that. Type of person… Hard Type of company… Harder
- Why is this harder? Describing culture Who will fit into it. Hard because a paragraph or two you don’t believe in Hard because don’t really know who you are. Bad news: Going to get harder
- Who am I. Why am I telling you bad news. Simon Morton. Head of Development at Jobsite. Job is two things: People and Tech Tech applying it to getting people a job. People. Love human behavior. More important. Output of me shapes culture. Responsible for culture.
- So what is culture? Important we know that. Topic at this event. A few speakers will touch on it. Statements like “Culture eats strategy for breakfast.” Context. Microsoft buys LinkedIn for 26 Billion! That’s a strategy move. Our research at Jobsite. Important for candidates. Top three. Location, Salary, Company Where, How much, Who. Doesn’t answer the question though.
- So what is it? Google shows articles. Again important. High level definition. “Shared beliefs”, “Collective behaviours” But beliefs, behaviours, values. Huge topics! Shared and collective. What if we share the same ones? And what about the sub cultures? Different departments are supposed to be different.
- So high level answer so we stay high level Have to. Important to candidates. Have to compete. Still doesn’t tell candidates much.
- Why you can see candidates go looking. When we are hiring my profile views jump up. Talking to recent hire. Articles from my team liked. Long serving employees with career progression. Referenced as a reason to join our company. This is the power of your cultural output.
- So why is talking about your culture going to get harder? People have a voice. Technology progresses. Where job hunting generally is… Primed for evolution.
- 1) People have a voice… Data never sleeps! So much outlet for people to express who they are: YouTube: 400 hours of video every minute! Twitter: That figure there is over 9 and a half _emoji_ filled tweets every minute Facebook, etc. etc. Some of these numbers are made up by people at your company and a lot of them won’t just be on the headline there. Profesional networks: LinkedIn obviously… Klout: network for social media Stackoverflow: tech profesionals Gravatar: Profiles for blogging software. So many sources to find out about people.
- This is actually something we see all the time. User behaviour and actions being taken and processed to provide insight. Amazon recommending what you buy. Facebook recommends hot discussion topics. Job boards recommend you jobs. All based on your behaviour on their site. But quite localised to site.
- 2) Technology progresses. Just the way it is. Can’t stop it. Technology likes important and complex problems. Amazon going further down the instant gratification path. Drone Deliveries Facebook stimulating conversation with bots to move against google and email. What is the next evolutionary step for job hunting. We can’t move down the chain. Competition is tight. Have to move up the chain and give the candidates what they want. Be there as they decide or prompt decision.
- Has to be culture. Take a look at the online timeline Job boards mid to late 90’s Professional network early 2000 Same basic model: online adverts and cv database. Search by keyword: Find an opening. Find a person. (Yes even social networks are pulling more and more to that model) Stuff has happened. Apps, Content optimised. Billing models. We go back up the chain of events. To spark the decision. The only factor in that is culture! Starting to see the push towards it.
- Candidate tools are there and are appearing more and more With that element of culture. Glassdoor References for candidates. Now we have references for companies. Data never sleeps. This will keep growing.
- Workray.com. Great new tool for candidates ATS for managing candidates… Candidates starting to get the reverse. If you haven’t see this one, its worth taking a look to see the subtle pull of culture coming in Works by seeing the contents of your inbox. Pulls applications closer together. See them easily on one page. Voice at the bottom
- Good & Co. Personality testing for the candidate... Where you may have psychometric testing or capability testing at the interview stage. Again worth checking out as it’s the subtle elements in plain sight. Fun experience. Not something to do after deciding to move jobs.
- Same around people. Same around professions. Around job titles. Around characters. Can find the most effective steps based off the cultural output. Can create the job hunting version of…
- Phil Spencer and Kirsty Allsopp I kid you not! Hope you know these two. Bad joke over great analogy. Houses, big life moment, just like jobs. Where, How much, Who… in this case What. Phil and Kirsty trusted, comforting and insightful opinion. “not you favored area but up and coming.” “know you want open plan but knock that wall out for 2 grand (we’ve already talked to the builder).” Imagine if that attention was given to job hunting. Subtle. Opinion as entertainment. New show Love It or List It. Stay where you are not move.
- Culture is a big deal. Where, How much, Who Focus on culture. It is powerful. It can prompt and make decisions. Know yourself before someone knows you better. That someone is potential candidates and competitors.
- At Jobsite. IT focus on culture. StepStone acquired us. Flip from hierarchical to autonomous. Knew where we were. Where we wanted to be.
- We committed hard to hiring the right people. Communication of our needs. Strong relationships. Capture the right people. Changes the developers interview process. Team engaged and makes decisions Candidates see us in entirety. Fosters discussion. This is the power of cultural output.
- Thanks