hiring and recruiting

To summarize our job description/ad-series parts 1 and 2, here are the key takeaways:

 

job ad
A change in your job description/ad can increase your applicant pool by 50% MORE qualified candidates.

 

job ad
Most companies hire based off degree, skill and experience – and end up average to poor performers.

 

job ad
Top talent will only leave their current roles for an opportunity – not just a job.

 


job ad
Focusing on the DO’s over the HAVE’s creates an opportunity.

 

 

The final part of finding the right-fit candidate is all about screening for culture fit.  According to employee retention studies –employees who give their work culture low marks are 15% MORE LIKELY to think about a new job.

 

Likewise, LinkedIn surveyed 10,500 professionals and discovered that 36% left because they were unsatisfied with the work environment/culture.  These statistics show us that culture is big influence on job success – and employee retention.

 

This means – screening a candidate for culture-fit is critical – and here is the great news – it can be done early in the hiring process – starting with the job description/ad!

 

How can you use the job description to screen for culture-fit?

 

  •        Be clear about what your culture is and is not upfront is the
    key to attracting the right candidates.

 

  •         Know what your culture is. Why did your best people come to work
    here? Why do they stay? That’s your culture.

 

Lets say you’re hiring a virtual team – everybody works from home, and it’s a small company of 4 people.  People who don’t want a small company atmosphere, or don’t desire to work from home, shouldn’t apply to that job.

 

Rather than just describing the culture as “fun” or “collaborative” like most companies, consider including more details like the following job description/ad:

Would you like to be a part of making a positive difference with a small, innovative, positive-thinking San Diego based company?

 

How about getting to work from home 50% of the time and interacting with your team via Facetime and Google chat every day?

 

 

HERE’S A REALITY CHECK: By 2025, 75% of the workforce will be millennials.

 

hiring

Culture-fit and millennials go hand in hand, here’s why:

 

·      Millennials will actually leave a job for less money to go to a company where they will learn, fit in the culture and believe they are making a difference.

 

What does culture really mean?

 

Culture doesn’t always mean Google – and free lunches, ping-pong tables in the break room, Friday “fun” days.  Culture to 80% of Millennials means challenge, learning, great leadership and making a difference.

 

TIP: As a company, know WHY you’re in business, not just what you do.  Check out what Simon has to say about the WHY of your company.

 

How do you create a thriving culture for all employees?

 

Great news – you don’t have to spend thousands and thousands of dollars on perks to create a great culture.  Here’s how to create a great culture for all employees – millennials, top performers and every generation:

·      Provide continuous trainings in areas people want to learn in.

·       Offer a solid onboarding program that lasts longer than 1 day.

·      Set clear goals and manage expectations on a quarterly basis.

·      Continuous, clear communication, frequently, did we already say that?

 

Culture-fit matters in every organization and by spending time screening for it, will help retain your great employees; because those are the ones you should really care about retaining.

 

 

HERE ARE THE KEY TAKEAWAYS FROM PART 3:

 

the hiring process
Being clear upfront in the job description/ad, about what the culture is and isn’t, and screen for culture-fit as early on in the hiring process as you can.

the hiring process
Millennials will make up 75% of the workforce in 2025.


attracting top talent
Knowing the WHY you’re in business will help define and develop your culture.

job description/job ad
A great culture doesn’t have to cost thousands of dollars.

 

 

 “Train people well enough so they can leave, treat them well enough so they don’t want to”

– Richard Branson

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What are you challenged with when it comes to attracting talent?
We want to learn from your story!