why would i want to work for you - icims would i... · why would i want to work for you? ... the...

a Research eBook by:
Why Would IWant to Workfor You?Job Seekers Oer Guidanceon How to Position Your CompanyCulture to Attract the Best Hires
2014 iCIMS Inc. All Rights Reserved.

Culture
In the most simple terms, a companys culture is the personality of
the organization from the employeesor potential employees
perspective. It is defined by the way employees execute on a companys
values, beliefs, and objectives as individuals and as a team. Most
employees have little control over the culture. Ultimately, the companys
management team is responsible for setting the tone of companys
culture through company initiatives/programs, management leadership
styles, and even creating a physical environment that supports an
optimal experience for the business results and people driving them.
Having a well-defined company culture permeating your recruiting
process from recruitment advertising to sourcing to onboarding helps
organizations to attract and engage people who are a good fit for the
organization. Top employment brands leverage their company culture
to attract the best hires while engaging and retaining their A players.
Further, when A players are happy with their employer, they are
more likely to refer their A player friends. This is significant as iCIMS
proprietary research shows that employee referrals are a top source of
hire, accounting for 34% of all hires.
With this in mind, the iCIMS Hiring Insights set out to
learn what cultural elements were most compelling to job seekers and,
in particular, what aspects of company culture attract best-fit talent.
To that end, iCIMS Hiring Insights surveyed more than 400 job seekers
to learn what aspects of company culture are most important to them.
There is a lot of talk about company culture, but what does it mean? Why does it matter?

Culture
First, it is important to know that every company has a dominant culture.
According to experts, Kim Cameron and Robert Quinn, the four main
types of culture are clan, adhocracy, hierarchy, and market. While
every companys culture may have elements of other culture types,
every company has a single dominant culture type.
If you are not sure what your company culture is, you can take a test
online at www.ocai-online.com.
CULTURE TYPE Clan Adhocracy Hierarchy Market
ORIENTATION Collaborative Creative Controlling Competing
LEADER TYPEFacilitator Mentor Team builder
Innovator Entrepreneur Visionary
Coordinator Monitor Organizer
Hard driver Competitor Producer
VALUE DRIVERSCommitment Communication Development
Innovative outputs Transformation Agility
Efficiency Timeliness Consistency and uniformity
Market share Goal achievement Profitability
THEORY OF EFFECTIVENESS
Human development and participation produce effectiveness
Innovativeness, vision, and new resources produce effectiveness
Control and efficiency with capable processes produce effectiveness
Aggressively competing and customer focus produce effectiveness
Clan Adhocracy Hierarchy Market
Source http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf
http://www.amazon.com/Diagnosing-Changing-Organizational-Culture-Competing/dp/0470650265http://www.ocai-online.com.http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf

Culture
Job Seekers Preferred Company CultureThe majority of job seekers prefer to work in a clan culture,which is defined as a collaborative, mentoring, team-
oriented environment that derives effectiveness from
employee development.
0.0% 10.0% 20.0% 30.0% 40.0% 50.0%
Market Culture
Clan Culture48.6%
21.4% Adhocracy Culture
Hierarchy Culture11.0%
19.0%
How Does Your Company Stand?
Were Great! Uh Oh!
You already have a clan culture? Nearly half of candidates find this
work environment appealing. Play up what makes your culture
nurturing and collaborative in every aspect of your recruiting process
from recruitment advertising to onboarding in order to attract and
engage candidates who want what you have to offer.
Not a clan environment? Dont worry--there are job seekers who
actively prefer each kind of company culture. Make your culture clear
in order to appeal to the candidates who want exactly what you have
to offer. Highlight the best parts of your company type throughout
your recruiting process.

Culture
In order to better define job seekers preferred company culture, lets dive
into job seekers preferred perks, management styles, and company/office
physical attributes.
Lets start by looking at employment perks. Youll immediately notice that
the perks that most appeal to job seekers are aligned with their overall
preferred clan culture.
Most job seekers are attracted to opportunities for employee development. Job Seekers Rank Employment Perks
from most to least important
continued
1 2 3 4 5 6 7 8 9 10 11 12
1. Retirement plan
2. Flexible schedule
3. Job/skills training and development
4. Companys reputation for modern processes, management & technology
5. Mentoring program
6. Tuition reimbursement
7. Environmental/community/ volunteering program
8. Employee discount programs
9. Transportation benefits
10. Gym or exercise membership or facilities
11. Free refreshments/ free meals
12. On-site daycare or daycare reimbursement

Culture
Were Great! Uh Oh!
If your company offers these top-ranked perks, be sure these
opportunities are prominent in your employment branding, your
career portal, and all other candidate communications.
For companies that do not offer any or all of the top-ranked perks,
consider which might be easiest to implement, as these will improve
your competitive position in the war for top talent.
Most job seekers are attracted to opportunities for employee development.
Job seekers look for companies that offer retirement plans,
flexible schedules, career development (job/skills) training, and
have a strong reputation for modern processes, management, and
technology adoption.
RetirementPlans
FlexibleSchedules
CareerDevelopment
ModernProcesses
Most Popular Employee Perks
continued

Culture
Were Great! Uh Oh!
Even if you already offer career development opportunities, now
might be a great time to audit your offerings. Do employees benefit
from them? Are there other programs that might provide better
support? Again, make sure to highlight this important benefit within
your career portal and other employment brand materials.
If you already know or suspect that your training opportunities are
sub-par, this should be a wake-up call: Employees and job seekers value
skills training highly. Now is definitely the time to create and update career
development opportunities for your staff. Once you have, make sure
that job seekers know about the improvements youve made!
Are You Satisfied with the Career Development Programs through Your Employer?
Yes, my employer provides excellent training and development programs internally
No, my employers training and development programs (internal or external) are not very useful
My employer does not offer any form of career training or development for employees like me
Yes, my employer pays for me to attend very useful training classes from external providers
33%
23%
27%
17%
Considering how important career development and skills training is to job seekers, we were surprised to find that
50% of employees report insufficient career development/training from their current employers.

Culture
1. Formal continuing education programs (e.g. certifications)2. Internship or apprenticeship programs3. Professional seminars/webinars4. Sponsoring in-person networking5. Mentoring programs6. Professional associations7. Library for reading career or job-oriented books
1
2.532.14 2.13 2.11 2.08 2.06 1.95
2
3
4
5
1 2 3 4 5 6 7
Were Great! Uh Oh!
If you already offer access to formal continuing education programs
as a training opportunity, you want to make sure all potential
candidates know that you put your money where your mouth is when
it comes to employee skills training and advancement.
Considering how closely job seekers ranked the various means
of training/professional development, employers may consider
implementing a variety of options or choosing the options that are
more cost effective. Virtually any employee would agree that some
development opportunities are better than none at all.
Since job seekers are looking for better training from
employers, we wanted to know what types of training they
consider better. We found that
job seekers primarily want employers to provide or subsidize formal contin

why would i want to work for you - icims would i... · why would i want to work for you? ... the...

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