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Michael Illert, Partner
Culture in RecruitmentThe FIRM’s 2015 Autumn Conference
Dusseldorf
Munich
London
Dubai
Hong Kong
Singapore
Sydney
Melbourne
OCTOBEART
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
Agenda
The Global HR Population Key HR Trends Culture in recruitment processes Assessment of cultural fit Culture as pull factor in the offer process
Michael Illert, Partner
Frazer Jones Workstyle Report
How happy are we?
Job satisfaction?
Are you valued?
What about pay?
What about workload?
What we like and what we don‘t like
What we like and what we don‘t like
Global HC Trends 2014, Deloitte
Michael Illert, Partner
Key Drivers for Candidates
Key Drivers
Bi-directional Value Proposition Culture Money
Michael Illert, Partner
What has changed post GFC?
Key Drivers
1. Culture
2. Bi-directional Value Proposition
3. Money
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
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.
Michael Illert, Partner
Communicating Culture
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
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
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
Glassdoor – indirect `uncontrollable` communication
10%
48%
32%
4+3 - 4Under 3
70%
30%YesNo
70% on Glassdoor
Only 10 % 4 or more stars
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
Michael Illert, Partner
How you communicate culture
Culture in Interview / Selection Processes
Approach to market Speed Methods Attitude Interviewer Feedback
What do candidates ask before interview
Detailed role requirements, responsibilities and influence Management style Compensation
What candidates feed back after interviews
Appreciation– How was I received
– Atmosphere
– Room
Interviewer– Prepared
– Engaging
Process– Speed
– Methods
Michael Illert, Partner
How to assess cultural fit
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
Michael Illert, Partner
Culture in Offer Process
Key Drivers
Bi-directional Value Proposition Culture Money
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
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?
Michael Illert, Partner
Thank you!
Michael Illertmichaelillert@frazerjones.com
020 7415 2815www.frazerjones.com
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