taking the dark arts out of hiring for culture fit
TRANSCRIPT
Taking the Dark Arts out of Hiring for Culture Fit
What is Culture Fit? How to evaluate for Fit
Dr. Natalie Baumgartner, Ph.DRoundPegg Co-Founder & Chief Psychologist Natalie is a Clinical Psychologist who has spent her career advising startups and Fortune 500 firms on company culture issues and specifically key hire assessment.
She serves on the American Psychological Assoc., Consulting Psychology Division board. She's a passionate culture evangelist who believes culture fit can revolutionize how we work.
How software can ID Good Fits
Customer Hiring Success Stories
How do you evaluate Culture Fit today?
Ask open-ended questions like, “What if you won a million dollars in the lottery? ”
Ask about their hobbies Have them meet the CEO Let the team take them to lunch Ask yourself, “Is this someone I would
want to have a beer with?” Go with your gut: He seems friendly
& easy to get along with. . .
Skills✔
Experience ✔Culture Fit
?How do you evaluate the intangible – whether someone will fit with the team?
Skills✔
Experience ✔Culture Fit ✔
Shared Values = Good Culture Fit
A good culture fit shares many of the same values of the company and the team.
A new hire who is a good Culture Fit will:
On-board faster Perform at a higher level Stay
At RoundPegg, we believe that
RoundPegg is based on robustOrganizational Psychology Research
Less Hocus Pocus, More Science
Person-Environment Fit
Key values shape the culture of an organization; and the more shared values are, the higher the level of commitment, satisfaction & performance.
An individual’s values are the best predictor of behavior on a daily basis.
When it comes to evaluating Fit, we believe in
• Achievement Oriented• Tolerance• Creating Order• Opportunities for Professional
Growth• Taking Individual Responsibility• Adaptability• Praise for Good Performance• Confronting Conflict Directly• Creativity• Not Being Constrained by Rules• Autonomy• Paying Attention to Details
• High Pay for Good Performance• Being Competitive• Risk Taking• Seeking Input from Others• Fairness• Quickly Taking Advantage of
Opportunities • Desiring a Well Defined Role• Developing Friends at Work• Being Pragmatic• Stability• Being Highly Organized
• Informality• Being Team Oriented• Rewarding Team Success• Being Aggressive• Being Different from Others• High Performance Expectations• Decisiveness• Seeking Consensus• Being Reflective• Finding Compromise• Sharing Information Freely• Being Supportive
Research has identified these 36 Values that together are a good predictor
Research shows that an individual’s values are the best predictor of day-to-day behavior
Hire Great Culture Fits
Once you know what a candidate values, you can predict how well they will fit the culture.
The #1 predictor that a new hire will succeed in their new role:> Their Fit with the company and the team.
At RoundPegg, we believe you can use data to
Evaluate for Fit without software
Step 1: Determine Values your Company / Team considers most important.
Step 2: Determine Values your Candidate considers most important.
Step 3: Evaluate the degree of Values Alignment between them (how many Values they have in common)
Step 4: Drill down into poor alignment areas with follow-up questions
#1 predictor of a new hire’s success? Their Fit with the company & team.
How to Assess Candidates based on the 36 Key Values
Even if you don’t use RoundPegg, you can use Values data to
Software improves your accuracy when assessing Fit
Use Technology to Predict Culture Fit
#1 predictor of a new hire’s success? Their Fit with the company & team.
Leverage what Organizational Psychologists know about evaluating individuals to predict Culture Fit.
Aggregate & compute data at scale so you can get more efficient with your time
Weed out Low Fit candidates fast Give Recruiters & Hiring Managers access to
all Candidate Profiles & Fit Scores.
7-minute RoundPegg AssessmentAn Individual sorts the 36 Key Values based on importance to them
Assessment Results Reveal Team Values
Top 5 Values - Engineering Team
#1 predictor of a new hire’s success? Their Fit with the company & team.
CultureDNA Profile
1. Not Being Constrained by Rules2. High Pay for Good Performance3. Seeking Input from Others4. Creativity5. Confronting Conflict Directly
When the Assessment has been completed by everyone
Jake's Top Values Fit Score: 57
Being Team OrientedBeing SupportiveRisk TakingConfronting Conflict DirectlyHigh Pay for Good Performance
Monica's Top Values Fit Score: 79
Seeking Input from OthersAdaptabilityHigh Pay for Good PerformanceCreativityDeveloping Friends at Work
“Fit Score” measures a candidate’s fit with the team
Candidates being considered
Top 5 Values - Engineering Team CultureDNA Profile
Not Being Constrained by RulesHigh Pay for Good Performance
Seeking Input from OthersCreativity
Confronting Conflict Directly
Job Candidates take the same Assessment
Ranks all 36 Values
CompanyCultureDNA Profile
Once everyone in the company has completed the Assessment, you can see overall ranking of values
Hiring CandidateDashboard
Position: Sales Rep
Sort by open position See all Candidate Fit
Scores a-at-glance Drill down to see the
Candidate’s complete CultureDNA Profile
CandidateDashboard
A Candidate’s CultureDNA Profile See Fit Scores ID Value Variance areas Get customized interview
questions
CultureDNA Profile – Hiring Candidate
1. Being competitive2. Share information freely
Being Team Oriented3. Developing friends at work4. Paying attention to detail5. Taking individual
responsibility
Thomas’s Top 5 Values
Compare
Full Results
Interview Guide
Thomas CrossNew Hire OnboardingGuide
A New Hire’s Onboarding Guide
Customer |
Founded in 2009, Makerbot was acquired in 2013 for $604 Million by StrataSys
“We used RoundPegg to get an idea of how a candidate would fit the culture of our company – and even the team they would join. We grew from 25 to 500+ employees. It gave us a predictor of how likely a new hire would fit our established culture. Love it.”
MakerBot's Top-Ranked Values
MakerBot'sCultureDNA Profile
Customer | Shared Top Values Makerbot wanted new hires to possess in order to preserve their entrepreneurial culture: Creativity Paying Attention to Detail
Opportunities for Professional Growth
Adaptability
They made Good-Fit Hires as they grew from 97 to 525 employees and they retained their original culture (Core Values relatively unchanged)
Recruitment agency able to ID candidates who share values of their Top Performers
“RoundPegg helped us define and articulate our own culture. We realized we could scale our business and not lose what had made us successful.
We value specific soft skills – like helping others as part of a team instead of working in a vacuum. Culture fit was our biggest hurdle to finding the right staff to help us grow.”
— Susie Hall, President, VitaminT, a division of Aquent
New Hires hit the ground running
Results using RoundPegg 15% Faster onboarding 35% more profitable employees
Putting RoundPegg in place made a significant impact on Revenue & improved ratio of gross profit to cost for over 16-months.
You Can Start Making Better, Data-driven Hires FastWeek 1 Meet your dedicated RoundPegg Culture Analyst Your Company (or a specific team) completes assessment See your comprehensive CultureDNA Profile that is the foundation of
your custom Hiring Profile.
Week 2 Invite candidates take the Assessment You see their results and Fit Scores from your Hiring Dashboard.
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How to Make Sure your Next Hire Fits your Culture!
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