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exaqueo™
a work forc e c on sulta n c y
©exaqueo™ 2013
How to Hire. For Real.
Susan LaMotte, founder
@SusanLaMotte | #DOF2013
today’s conversation


Defining a Culture

Recruiting For Growth

Creating an (Employer) Brand

Recruiting 101

The Start-up Screen: Real Assessment


©exaqueo™ 2013
@SusanLaMotte | #DOF2013
©exaqueo™ 2013
the problem
@SusanLaMotte | #DOF2013
sample job ad
©exaqueo™ 2013
@SusanLaMotte | #DOF2013
sample job ad
©exaqueo™ 2013
@SusanLaMotte | #DOF2013
51 31
©exaqueo™ 2013
defining a culture
@SusanLaMotte | #DOF2013
Why it Matters
©exaqueo™ 2013
©exaqueo™ 2013
culture
©exaqueo™ 2013
culture
©exaqueo™ 2013
work rules
“let’s perform a successful heart
surgery today.”
©exaqueo™ 2013
work rules
Time: is the rule bound by time—does
something have to be done within a specific
period?
Example: respond to customers in 24 hours.

Resources: is the rule bound by resources—are
there specific resources that should be utilized? 
Example: use Yammer to share and solve a
problem with the team.

Activity: is there a specific activity that demonstrates the work rule is being
followed? 
Example: all errors should be documented and reported (where/how).

Outcome: is there a specific outcome expected of the work rule?
Example: all problems should state a time to resolution when completed.
©exaqueo™ 2013
culture + work rules in action
©exaqueo™ 2013
recruiting for growth
@SusanLaMotte | #DOF2013
©exaqueo™ 2013
understand
See. Consider. Research. Learn. Consider.
Apply.
Process.
Offer. Consider. Accept.
Onboard. Employ. Learn. Grow. Perform. Stay.
EMPLOYER BRAND
©exaqueo™ 2013
the model
Organization
Current
Employees
Talent Business
Talent
Past
EmployeesFuture
Employees
Product/
Services
TacticalStrategic
Internal External
Competitors
Market Research
Culture &
Mission
Vision &
Strategy
Master Brand
ForecastsWorkforce
©exaqueo™ 2013
recruiting 101
•  Recruitment
•  Sourcing: varied channels
•  Reputation: brand impact
•  Candidate experience: social sharing outlets
•  Selection
•  Adverse impact (disparate impact/treatment)
•  80/20 rule
•  Criterion/content/construct validity
•  Recordkeeping
•  Resumes
•  Notes

 Act like you’re hiring the jury.
Forecast
Timing
Financial
Growth
Talent
Growth
Resources
©exaqueo™ 2013
plan
* Talent Plan
*
*
*
*
assess-stage 1: start-up screen
©exaqueo™ 2013
The I
Factor
The “Sounds
Cool” Factor
The Focus
Factor
The Curtain
Factor
INDIVIDUAL
TEAM
assess-stage 2: talent screen
©exaqueo™ 2013
The
Machine
The Referral
The Right
Hire
The Lifelong
Friend
SKILLS
BEHAVIORS
exaqueo™
a work forc e c on sulta n c y
©exaqueo™ 2013
How to Hire. For Real.
@SusanLaMotte | Susan@exaqueo.com
Susan LaMotte, founder
@SusanLaMotte | #DOF2013

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