#FIRMDAY 15th October 2015 Manchester - Culture in Recruitment
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Transcript of #FIRMDAY 15th October 2015 Manchester - Culture in Recruitment
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Michael Illert, Partner
Culture in RecruitmentThe FIRM’s 2015 Autumn Conference
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Dusseldorf
Munich
London
Dubai
Hong Kong
Singapore
Sydney
Melbourne
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OCTOBEART
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SHOOTING STAR CHASE
Shooting Star Chase is a childrens’ hospice charity caring for babies, children and young people with life-limiting conditions
They support families from diagnosis to end of life and throughout bereavement “It costs £9.5m to support 650 families, 365 days a year”
Our UK employees voted to make Shooting Star Chase our charity partner for 2014-15- Extended the relationship into 2015-16
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Agenda
The Global HR Population Key HR Trends Culture in recruitment processes Assessment of cultural fit Culture as pull factor in the offer process
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Michael Illert, Partner
Frazer Jones Workstyle Report
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How happy are we?
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Job satisfaction?
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Are you valued?
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What about pay?
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What about workload?
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What we like and what we don‘t like
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What we like and what we don‘t like
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Global HC Trends 2014, Deloitte
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Michael Illert, Partner
Key Drivers for Candidates
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Key Drivers
Bi-directional Value Proposition Culture Money
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Michael Illert, Partner
What has changed post GFC?
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Key Drivers
1. Culture
2. Bi-directional Value Proposition
3. Money
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Key Drivers – Generational context
Older Generation Younger Generation
Culture Management StyleFeedback CultureHierarchical vs Non-hierarchical
Team, Outside work eventsFlexibility / agilityCSR
Value Proposition
What can I gain for my careerWhat can I deliver
How will this speed up my careerWhat can I learn
Money Attractive compensationIncrease compared to currentAttractive pension and LTI
Paid fairlyTake home
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Corporate Culture
According to Needle (2004)
Organizational culture represents the collective values, beliefs and principles of
organizational members and is a product of such factors as history, product,
market, technology, and strategy, type of employees, management style, and
national culture.
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Michael Illert, Partner
Communicating Culture
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How to promote your corporate culture in general
Product / Technology Employees on all levels Alumni Social Media / Blogs Office / Open House CSR Advertisement & PR Any business interaction
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How to promote your corporate culture through recruitment
Referral programs– employees on all levels
– Alumni referral
– Candidates
Direct approach– In-house recruitment teams
– Agencies & Search firms
Advertisement– Job advertisement
– Brand advertisement
Social Media / Blogs– Facebook page
– Youtube
– Blogs
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Facebook – direct `controllable` communication
12%
6%
39%
42% 1000000+100000 to 10000001000 to 100000less then 1000
80%
20%
YesNo
80% on Facebook
43 % with less then 1000 likes
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Glassdoor – indirect `uncontrollable` communication
10%
48%
32%
4+3 - 4Under 3
70%
30%YesNo
70% on Glassdoor
Only 10 % 4 or more stars
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Challenges communicating culture to Global Talent
Offline media with not enough reach To much noise online, you are simply not big enough
– Youtube
You already have to be in touch (2nd grade) to reach your target audience Uncontrollable information about you
– Glassdoor
– Peeple
Solution is to use cultural ambassadors– (Employee) referral programmes
– In-house search teams
– Recruitment agencies and search firms
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Michael Illert, Partner
How you communicate culture
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Culture in Interview / Selection Processes
Approach to market Speed Methods Attitude Interviewer Feedback
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What do candidates ask before interview
Detailed role requirements, responsibilities and influence Management style Compensation
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What candidates feed back after interviews
Appreciation– How was I received
– Atmosphere
– Room
Interviewer– Prepared
– Engaging
Process– Speed
– Methods
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Michael Illert, Partner
How to assess cultural fit
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Assessment of cultural fit
Specific questions in structured interviews Social element in the interview process Psychometric assessments Pointers such as feedback from receptionists
Can you define your culture? Do you recognise that culture will differ from team to team? Do you brief your recruiters / search firms on your culture? Our ‘a day with you’ approach
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Michael Illert, Partner
Culture in Offer Process
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Key Drivers
Bi-directional Value Proposition Culture Money
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Culture in Offer Process
Culture as emotional driver– What do you miss at your current employer?
– What do you want to have with your new employer?
– Management style / manager
– Decision making & feedback culture
Know these drivers from 1st interview stage
Deliver relevant messages / candidate experience throughout the process
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Challenges
Your size in the market
What is your culture? Can you put that in words or messages?
Do you live up to these messages in your recruitment process?
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Michael Illert, Partner
Thank you!