The trick, says human-resources-technology consultant Elaine Orler of Talent Function Group, is building software that can predict a good fit between candidate and employer.
Like most organizations, yours almost certainly has a vision statement. It more than likely has core values too. And it probably has expected principles and behaviors defining how work should get done. Each of these factors – and so much more – all combine to form your organization’s culture. Creating a desired company culture takes significant time and energy – but once you have it, how do you keep it, and whose responsibility is it to do so?
Sustaining an organization’s culture takes constant reinforcement – and more often than not this falls on the shoulders of Corporate Communications, as well as Senior Leaders and Executives. But is just talking about your culture really enough to maintain it? Doubtful. In fact, I would personally contend that the primary responsibility for sustaining culture ultimately falls on the shoulders of those involved in the Talent Acquisition process. That’s right, Recruiters and Hiring Managers.
It’s one thing to train new and existing employees on the vision, values, and behaviors they may not have fully understood and/or displayed at the time they were hired. There will always be a need for cultural communications, coaching and development once they onboard – at least to some degree. But those involved in the Talent Acquisition process have the opportunity to substantially limit that need to fill in the gaps by recruiting, screening, identifying and selecting not just top-performing talent, but top-performing talent that already fits the organization’s culture.
I see too many Recruiters – and often times organizations as a whole – that tend to look for one key quality in the identification of top-performers: the skillset match. Don’t get me wrong, having requisite skills is important – but job skills are just one element of the overall top-performer equation. Organizations with this myopic view should begin to shift from simply hitting the skills-related bull’s-eye to focus on the entire dartboard if you will. This begins by reexamining the way you score candidates, and recognizing the fact that culture fit is every bit as important as the skillset match. Doing so can not only help sustain the organization’s culture, but ultimately improve the company’s overall growth and performance.
Remember: skills define what the work is, but culture defines how the work gets done at your organization – and that can make all the difference in the world. Talent Acquisition professionals and stakeholders in the selection and hiring process must learn to align their organization’s vision, values and behaviors with the assets they are seeking during the attraction, evaluation, and selection of candidates. Recruiters and Hiring Managers alike should begin to connect the dots, by learning how to consistently identify and apply culture fit criteria when selecting and hiring talent. Then, the organization as a whole should continue down this path when managing and measuring individual employee performance, and reinforcing culture fit throughout the lifecycle of the employee.
So how do you as a Recruiter or Hiring Manager begin? I’ll be sharing some suggestions at the upcoming California HR Conference on September 2nd in Anaheim, when I present, “Recruiting on Target: Sustaining Corporate Culture.” For those unable to attend, I’ll follow-up with a subsequent post providing a few more recommendations. Until then, spend some time gaining insights and understanding into how you can define and implement opportunities within your organization – to identify top-performing talent that fits and sustains your company’s culture.
Most of us would say there is nothing more important than hiring the right person. However, it might also be said that the one thing more important is keeping employees once they are hired. And with Talent Acquisition shifting to a passive candidate sourcing model, many professionals are willing to explore opportunities with another company, even if they are happy in their current role.
These employees often feel that there are no opportunities for career progression, their managers are not taking the time to understand their goals and there is a lack of mentors to help guide them to the next level. Instead, companies are hoping and praying that their top performers are happy “enough” that they won’t leave, when there is a simple solution right in front of them – an internal mobility program.
When implementing an effective internal mobility program, consider the following strategies:
One of the challenges companies are facing is that they find it difficult to know where key skills sit across their organization. It is important to gain this understanding. One way to do this is by creating a talent profile or a set of competencies for each area of the business.
Look at your requisitions and identify internal groups with similar competencies/skills. You can then filter updates on opportunities within the company that match the interest and skills of these groups. Just like external passive candidates, you wouldn’t leave it up to them to comb the career site to find a position they are interested in but you would present them with specific roles they would want to see. Internal employees are no different.
Treat internal candidates like external candidates
As recruiters, we know how important it is to personally engage with candidates by having frequent communication and touch points. This displays appreciation for their time and efforts, yet often times, this is lost when dealing with internal talent. Since they work there already, the assumption may be made that a high touch experience is not necessary but this is not true. Employees deserve the same respect and should receive the same communication you would give to an external candidate.
Most managers never take the time to have discussions with their employees about where they see themselves in the next 5 or 10 years. Incorporating a conversation, outside of the annual review process, to discuss career development will let employees know that the organization is invested in them and in turn, employees will be more likely to stick around.
Recruiting great employees is both important and difficult. So once you hire these people, do what you can to keep them.
What would it be like as a recruiter or sourcer to capture key data from potential candidates from anywhere on the web with the touch of a button? Today, potential candidates are more accessible than ever, leaving extensive online footprints of their skills, interests and backgrounds. We can see them sharing their thoughts on blogs, posting on Twitter, participating in message boards or discussions, joining talent communities or posting their resumes online. You want to capture their data and save it for a rainy day, but doing that can often be a manual, frustrating experience.
I have recently found an app that has changed my life. I see a profile online, copy the link, launch this app on my phone, iPad or computer, and – voila! – I’ve pulled every important piece of data from the site into a database that’s easy to categorize, search and execute on. Unfortunately, this app isn’t for cataloging top talent. It’s for recipes. And since cooking is my favorite pastime, it has revolutionized how I interact with my culinary hobby. Can you imagine an app that would do the same for sourcing?
The app is called Paprika Recipe Manager (http://paprikaapp.com/). They lured me in on the app store with these two simple sentences:
- Using Paprika’s built-in browser, you can save recipes from anywhere on the web
- Our free cloud sync service allows you to seamlessly sync your data across all of your devices
I’ve been trying for years to figure out how to save, categorize and easily access recipes I find online. It’s been an exercise in futility. I never found a way to easily capture what I needed, and have it searchable when I need it from any device when I started meal planning. It was scattered in saved bookmarks, a failed OneNote notebook that looked horrible and never synced to my devices, and finally the old school (and quite embarrassing) method of collecting printed recipes in a binder. None of this was complete, convenient or mobile in the way I wanted it to be. Enter Paprika.
Here’s how it works.
From my phone, I happen across a recipe that I want to capture. I copy the URL and launch Paprika. Paprika checks for URLs that have been saved to the clipboard, and gives you the option to load it into its browser. The app downloads (parses) the recipe, and allows me to view it in the Paprika recipe format. I can categorize it for easy searching later in a file structure I defined to meet my needs, review ingredients and directions, and save the resume to my Paprika database. The entire process to download, categorize and save this recipe takes less than 15 seconds.
I can now view this recipe either by searching for it by name or filtering it based on the Dessert category I created. Editing, adding notes, marking it as a favorite and ranking recipes is simple.
Paprika’s functionality to download the recipe works on the majority of the sites I visit, making it effortless to save the recipe, but occasionally there are sites for which the download function errors. In these cases, they offer you a very simple “highlight/touch” option to build the recipe. The recipe creation window is expandable at the bottom of the page when in the browser. If the recipe errors when trying to save it, you simply highlight each area of the recipe (name, ingredients, directions, etc.) and touch the field the highlighted text should occupy. When you’re done, click arrow up to view the recipe in total, and click “Create Recipe” button to save it to the database.
Sharing recipes with friends is uncomplicated as well. They can be forwarded via email. If the friend does not have Paprika, it is formatted within the email to use. At the bottom of the email, there is an attachment that is easily imports the recipe to another users Paprika database.
Lastly, multiple users can access the same Paprika database as long as they purchase the app. The full database is synced between each users phone, iPad and computer as well as being exportable in both HTML and Paprika Recipe format.
In recruiting, as we go about our jobs, we find talent everywhere. When we read articles, see blog comments, search industry specific sites, etc., we find leads. It makes sense that talent experts would like to capture what they can on a lead just like a home cook wants to save a recipe that looks like something they would want to make in the future. Just think how easy recruiting would be if there was an app like this for sourcing that made capturing profiles of potential candidates as simple as Paprika is for recipes:
- Parse key contact and background info with the click of a button, and include a link to the original source on the profile for relevancy
- Provide an easy way to copy/paste the info you want on a candidate if the parser tool doesn’t work on a specific site
- Allow the user to determine the folder structure, categorization and rank to customize the database in a way
- Sync the database between all devices and users of the account
- Export/import features that allow the contact information to be quickly uploaded to a Talent Acquisition system to begin pipelining leads
After seeing the correlation between Paprika and thinking of how its features translate so well to sourcing, I felt there surely there must be something on the market that does this. We’ve been looking for good sourcing apps since at least 2011, based on this article. It turns out, there are apps that allow you to search for specific talent across social media and other sites, and capture some of that information on candidate, but nothing along the lines of what Paprika provides as a recipe database. I’m not claiming it doesn’t exist, considering how many apps are available; it’s just not easy to find if it does exist. If you know of an app that does this, please share by adding a comment because I would love to test drive it.