why your company culture is the secret to better hiring

Why Your Company Culture is the Secret to

Better HiringCatherine Spence

Co-Founder, Pomello

November 2016 | TalentWeek

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Housekeeping

Catherine SpenceCO-FOUNDER

Catherine Spence is co-founder and head of product at Pomello, a culture analytics technology that helps your company build a high-performance culture. Previously, Catherine was a Vice President and Investment Strategist at BlackRock and Barclays Global Investors, and she received her MBA from Stanford Graduate School of Business. Follow Catherine and Pomello on Twitter, Facebook, and LinkedIn.

http://www.pomello.com/

https://twitter.com/pomello

https://www.facebook.com/pomello.co

https://www.linkedin.com/company/pomello

Recruiting Is Plagued By 3 Major Pain Points


There Are Too Many Undifferentiated Applicants


Recruiting Is Plagued By 3 Major Pain PointsIt Takes Too Much Time and Costs Too Much


Hiring Managers and Recruiters Lack the Right Data to Make Good Decisions

BUT…

Recruiting Is Plagued By 3 Major Pain Points

How Do You Fix It? Company Culture


Using your company culture in your recruiting process can…

IMPROVE THE QUALITY OF YOUR CANDIDATE POOL It’s not about attracting the most candidates, it’s about attracting the right candidates.

REDUCE TIME AND COSTS SPENT RECRUITING Identify your highest potential candidates quickly.

MAKE BETTER HIRING DECISIONS Use a consistent predictive framework to evaluate your candidates.

Defining and Attracting The Ideal Job Candidate


1. Avoid over-qualified candidates2. Define your ‘minimum viable skillset’3. Articulate your culture to maximize motivation

Identifying Your Highest Potential Candidates


And avoiding bad hires

1. Gather culture preferences from candidates using a consistent and validated framework

2. Use this framework to score candidates based on their culture fit potential

3. Combine with other resume screen assessments to prioritize which candidates to interview

Interviewing For Culture Fit


Structured Behavioral Interviews

1. Your core values should define the framework of your culture interview questions.

2. Use open-ended behavioral interview questions.3. Do not lead candidates to the ‘right’ answer, or ask candidates questions

where there is a ‘right’ answer

How Does This Solve My Pain Points?


Too Many Undifferentiated

Candidates

Takes Too Much Time, Costs Too

Much

Recruiters Don’t Have the Right

Data

Cast a wide net in terms of skills, and narrow the net for

core values

Improve the quality of your applicant pool.

Using a culture screen identifies a smaller group of

high potential candidates

You spend less time and $$

interviewing duds.

Culture analytics on candidates improve the

quality of your hiring decisions

New hires will perform better and turnover will fall.

What’s The ROI of Hiring For Culture Fit?


0.65 0.7 0.75 0.8 0.85 0.9 0.95

Perf

orm

ance

R

atin

g

Predictive Compatibility Score

High

Low

Time Since Hiring

% o

f New

Hire

s St

ill a

t Com

pany Top Score

Quartile

Bottom Score Quartile

Hiring to optimize for culture alignment leads to higher performance and lower turnover

Compatibility vs. PerformancePredict long term performance --

YES

Employee Attrition CurvesStronger fit leads to lower turnover --

YES

Hiring For Culture Best Practices


Here are the top 5 best practices to bring culture into your hiring process:

1. Know your culture2. Define your ideal candidate in terms of skills and values3. Gather consistent data on candidate values/preferences4. Use culture data in concert with a resume screen to determine

who to interview first5. Use culture data to structure your culture fit interviews

Questions?

[email protected]


THANK YOU!