#MOTMCON

MBA in a DAY

Attracting, Recruiting, and Hiring Talent Based

on Core ValuesSeth McColley

Who am I?O HR Director - Heartland Automotive Services (dba Jiffy Lube)

O 18 years of diverse HR experience with companies such as Halliburton, AT&T, Yum! Brands (Pizza Hut), Glazer's and Zimbra

O I share my thoughts about work, HR, leadership and talent on my blog - www.sethmccolley.com

O Connect with me!

@TexasTwittHR

@seth_mccolley

https://www.linkedin.com/in/sethmccolley

Core Values-Based Hiring

O What am I talking about?

O Is it good? Is it bad?

O Does it matter?

What is Core Values-based Hiring?

Three Key Questions

Are they CONGRUENT?

Are they MYOPIC?

Are they REALITY?

Are they CONGRUENT?O Southwest Airlines

O Warrior SpiritO Servant’s HeartO Fun-LUVing AttitudeO Work the Southwest Way

O United States Marine CorpsO Honor O CourageO Commitment

Are they CONGRUENT?O Four Seasons Hotels and Resorts

O Supporting SustainabilityO Building CommunitiesO Advancing Cancer Research

Are they MYOPIC?

O Deliver WOW Through Service

O Embrace and Drive Change

O Create Fun and a Little Weirdness

O Be Adventurous, Creative and Open-Minded

O Pursue Growth and Learning

O Build Open and Honest Relationships With Communication

O Build a Positive Team and Family Spirit

O Do More With Less

O Be Passionate and Determined

O Be Humble

These are the ten core values that Zappos employees live by:

Are they REALITY?O Is it just window-dressing?

O Do the core values match the day-in and day-out reality of the job and the organization?

O Does it wear off after orientation?

O Is it sustainable?

Are they REALITY?O Zimbra’s Core Values

O Customers Come First. Period.

O Honesty Always.

O Be Accountable for All We Say and Do.

Core Values-based Interviewing

“…What was your first job? How old were you? How much did you make? What did you learn from it?...

…When was the last time you failed to deliver on a commitment? With this question Brandt is looking to see that not only can a person empathize with whomever she let down, she readily takes responsibility for doing so.

"If someone says 'never' they're not getting hired because they wouldn't map to our core values," Brandt says. "They're not being honest and transparent because we all do that.“

…What questions do you have for me?

Brandt says giving people the opportunity to put the CEO on the spot is a good way to make them feel valued. "One thing that I found fascinating, and it ended up being a very good recruiting tool, is probably 50 percent of the people say 'I just feel so privileged that the CEO took time to do this.' A lot of times it's almost like 'I can't believe the CEO of this company is spending time talking to me and I haven't even joined the company,'" he says. "If building a corporate culture is important to you there's a lot of value in connecting to the employees."

Desmarais, Christina. “4 Questions to Size Up Job Candidates Fast and Cut the B.S.” Inc. March 26, 2014.

So What?

O Pros and Cons to Core Values-based Hiring

O Every organization needs to understand where they are in their lifecycle, their space, and their identity

O Be confident and resolute before you go public

Discussion Points

O How can Core Values-based Hiring be a positive game changer?

O How can Core Values-based Hiring backfire?

O What changes would you make to your recruiting strategy and process to hire talent based on your Core Values?