Jason Medley - Quirky's Recruiting Culture
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Transcript of Jason Medley - Quirky's Recruiting Culture
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ENGAGEMENT & GROWTHBuilding the Right Culture for
JASON MEDLEYDirector of People &
Culture
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INVENTION IS HARD
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> design > research > manufacturing
> merchandising > distribution
> retail marketing
> consumer marketing
> inventory > logistics
> margin analysis
> packaging
> point of sale
> intellectual property management
> direct sales / marketing
> prototyping
> mechanical engineering
> regulatory issues
> markdowns / seasonality
> customer service
> press / product reviews
> channel management
> replenishment > EDI / Technology Backbone
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BUT INVENTION IS IMPORTANT
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THE BEST IDEAS DON’T COME FROM THE BOARDROOM
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THE BEST IDEAS COME FROM THE LIVING ROOM
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QUIRKY IS AN INVENTION PLATFORM THAT BRINGS REAL PEOPLE’S PRODUCT IDEAS TO
LIFE.
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1.1 MILLION CREATIVE PEOPLE AROUND THE WORLD SUBMIT OVER 3,000 IDEAS A WEEK TO QUIRKY.COM.
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THESE IDEAS ARE PUT TO A VOTE AT OUR WEEKLY L IVE PRODUCT EVAL.
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THE QUIRKY TEAM DOES THE HEAVY LIFTING TO MAKE THE CHOSEN PRODUCTS
REAL.
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INVENTORS AND INFLUENCERS EARN PERPETUAL ROYALTIES AS LONG AS PRODUCTS ARE FOR SALE.
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AND HAVE PAID $MILLIONS TO OUR COMMUNITY
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SOMETIMES, OTHER COMPANIES LEVERAGE OUR PLATFORM TO COMMUNICATE WITH THEIR CUSTOMERS.
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AND WE BUILD THINGS LIKE THE WORLD’S SMARTEST AIR CONDITIONER.
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AND AIR COMMERCIALS WHERE OUR CEO RUBS THE INVENTOR’S FEET.
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WE ALSO REINVENTED THE LIGHTBULBFOR THE INVENTORS OF THE LIGHTBULB.
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OVERALL, QUIRKY IS AN EXCITING PLACE TO WORK
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EMPLOYEE BUZZ
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SCH SF
G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o
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• 97% of employees are proud to work a t Qu i rky
• 94% of employees have or would work over a weekend to comple te a pro jec t
• 90% of employees o f ten ta lk about Qui rky
• 85% of employees are mot iva ted by Qui rky ’s cu l ture
• 31% reduced a t t r i t ion
T H E R E S U LT S A R E I N …
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Best Places to Work 2015Employee’s Choice Award | Companies Under 1,000
#8
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WE’RE ON A MISSION TO CONTINUE MAKING INVENTION ACCESSIBLE.
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ENGAGEMENT & GROWTHBuilding the Right Culture for
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• 21 % higher productivity
• 22% higher profitability
• Lower turnover
• Lower absenteeism
(Gallup, 2013)
Higher Average Employee Engagement Levels Lead to
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How Do You Measure for Culture Fit?
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WITH A STRONG SET OF CORE VALUES
START
FINISH IMPATIENTSELFLESS
FUTURIST
AGILE
EMBRACE CONFLICT
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What is Culture?
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Culture is the Character and Personality of your organization (ERC, 2013).
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CULTURE EMPLOYER BRAND
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CULTURE ANSWERS THESE
QUESTIONS
• What is our mission / What are we passionate about?
• How will we serve our clients and customers?
• How will we work together as a team?
• How will I contribute as an individual?
• How do we communicate internally and externally?
• What do we celebrate / How do we celebrate?
• How do we overcome obstacles and conflict?
• How do we move forward?
• What types of policies should we implement?
• What does our office environment look like?
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Where Does Culture Come From?
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Culture Starts WITH YOUR FOUNDER(S) AND LEADERS
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EVERYTHINGAFFECTS CULTURE.
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CULTURE Management
How org. is
managed
Communication
LeadershipCelebratio
n
Systems, procedures, structures
Managers
Workplace Practices Recruitment and
On-boarding
Retention
Policies & Philosophies
Handbook
Code of Conduct Attendance and dress code
People
Personalities
Values and experiences
Diverse skills
Work Environment
Decorations
Food Office layout
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HOW DO WE BUILD CULTURE?
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BUILDING CULTURE
DO• Understand what your current
culture is
• Define what you want your culture to be
• Make sure your mission, vision, and values honestly reflect what you want your culture to be
• Clearly communicate what you want your culture to be throughout your organization
• Make sure it’s believed and practiced from the top down
• Measure the state of your culture
• Hold everyone accountable to being a culture fit (Recruitment, performance management, etc.)
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BUILDING CULTURE
DON’T• Ignore it!
• Hire employees who aren’t a culture fit
• Create bad managers
• Forget about learning and development opportunities
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Hiring ManagersCan Be Difficult
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But, it can be a
REWARDINGExperience
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Strategic Business Partner
vs.Administrative Support
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•Human Interaction
•Technology
•Analytics
Hiring Manager Engagement
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HUMAN INTERACTION.Don’t be afraid of it.
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RULES OF HUMAN INTERACTION
DO DON’T• Attend team
meetings
• Weekly 1 on 1 with HM
• Encourage a process with HM/Team interaction
• Run and hide
• Rely on e-mail
• Assume things
• Over promise
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TECHNOLOGY.It should support your process, not interfere.
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Find the right technology for you and your hiring managers• ATS
• Sourcing
• Communication
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AnalyticsPick meaningful analytics that work for you and your hiring manager
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“The right interaction, technology and analytics will help you become a recruitment strategic business partner”
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REMEMBER!
• There is always a culture
• Everything affects culture
• Start thinking about your Culture Brand
• Building a culture of engagement makes good business sense
• Be a strategic business partner
• Human interaction, Analytics and Technology
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THANKS FOR YOUR TIME
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References1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth.
http://www.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx
2. ERC. (2013, March 6) Workplace Culture: What it is, Why it Matters, and How to define it. http://www.yourerc.com/blog/post/Workplace-Culture-What-it-Is-Why-it-Matters-How-to-Define-It.aspx