Recruitment Reimagined
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Transcript of Recruitment Reimagined
Hiring well is a critical function for any Leadership team. What many fail to realize
however is that a hiring process is one of the most psychologically unsettling situations
for any leader.
As human beings, we are subject to four core Emotional Triggers; Money, People,
Information & Time. Each one of these affects us differently depending on our own
unique psychological make-up.
However, when we hire, we are subject to a rare situation where all four of these triggers
are activated at once, altering not only our ability to hire effectively, but to properly
maintain the other elements of our lives as well.
Doubt, Fear, Disruption and Chaos find their way into our subconscious, driving
behaviours and actions that we may otherwise avoid. Make no mistake, hiring is in fact...
Highly Disruptive.
Hiring Well Has Never Been More Important...
Nor More Difficult.
Copyright CultureSmith Inc. 2016
A Disruptive Approach to a Disruptive Situation
At CultureSmith we use the inherent emotional disruption within leaders who are hiring as a unique
opportunity.
An opportunity to not only identify and select the absolute best candidate for the job, but to also find
out what is going on inside the subconscious of the leaders, creating massive potential for business
and personal growth well beyond the placement itself.
We not only source and help select the ideal candidate, we also invest in on-boarding this person
properly, tailoring their experience to their unique emotional and Behavioural profile.
At the same time we provide a minimum of 6 months worth of Leadership Coaching and Engagement
Training to those around this new hire, ensuring that everyone involved is given the maximum
opportunity for growth while at the same time cementing long term fit between the employer and their
new employee.
Copyright CultureSmith Inc. 2016
Copyright CultureSmith Inc. 2016
A PlayerB Player
C PlayerD Player
Culture
Competence
The ABC's (and D's) of Hiring Well
When assessing who to hire we must know two lines; Culture and Competence.
A Players are those who
not only have
Competence, but who
also fit your Culture.
B Players may lack some
Competence, but their
Culture fit is so strong,
they must receive
consideration.
Hiring a C Player is the
biggest & most common
mistake made and it
happens when
Competence is given
weight in the absence of
knowing one's Culture.
D Players lack both
Cultural fit and
Competence and must be
eliminated from the
process. On
On
Off
Off
Copyright CultureSmith Inc. 2016
A GameB Game
C GameD Game
Affect
Activity
The ABC's (and D's) of Leading Well
When assessing our own performance we must also know two lines; Affect and
Activity.
Leaders who are bringing
their A Game are those who
are performing well
Emotionally AND
Functionally.
Leaders bringing a B
Game are those whose
Functional performance
may be off a little but
whose Emotions are quite
positive.
C Game Leaders are all
too common when hiring.
They are doing their jobs
and hitting their metics,
but Emotionally they are
suffering from
disengagement.
The D Game is a place
none of us want to be.
Not only is our job
performance suffering, so
too is our Emotional well
being.On
On
Off
Off
Enter...CultureSmith
CultureSmith is Recruitment Reimagined. As the leader in Corporate Culture consulting,
CultureSmith has the only Recruitment model where both the quality of the placement
AND the employer's unique Psychological needs are balanced.
The result is not just a better placement, but a better organization.
Ideal
Candidate
Leadership
Health
Copyright CultureSmith Inc. 2016
Our proprietary process comes down to four key components; Assessment, Alignment,
Attraction & Activation.
Step 1 in our process is to assess your culture along a set of guiding principles. These
are the guardrails, they are who you are as an organization. This is facilitated through a
structured Leadership Retreat, the result of which is the construction of your Culture,
Competence, Affect and Activity lines.
Step 2 is to align your team and all potential new hires relative to these principles. As
illustrated already, too often companies hire people due to Competence (C Player) yet
sacrifice on Culture (B Player) and this mistake will make sustainability nearly
impossible. We craft a tailored battery of questions derived from your Culture Line that
eliminates this from happening and ensures fit with EVERY placement.
A Unified Solution
Copyright CultureSmith Inc. 2016
Once all of these tools are built we execute Step 3 of our program which is to attract the
top talent in the market to your open role. Concurrently we provide your remaining team
with tools and training to allow you to attract the buy-in that is essential to onboard this
person successfully. The time invested in this part of the process ranges from 10 days
to 4 weeks depending upon market conditions and scope of the role in question.
Step 4 is all about activation. Having a new employee is an emotional experience for
both the employee and the team around them and we teach everyone how to master
their emotional intelligence and "turn themselves on", increasing the success of the
placement as a whole. This coaching continues during the entire 6 month probationary
period, and is tailored to be supportive to business operations.
A Unified Solution
Copyright CultureSmith Inc. 2016
Copyright CultureSmith Inc. 2016
AlignmentAssessment
AttractionActivation
Recruitment Reimagined
Assessment, Alignment, Attraction & Activation; the four hallmarks of the CultureSmith
system in one elegant delivery that increases hiring speed and accuracy while
simultaneously bringing the best out of your existing staff and leadership team.
Why CultureSmith;
• The cost of a disengaged employee in 2015 averaged $19,819 per employee. This represented a $3.31
Billion problem in Calgary alone.
• If you hire a C Player over a B Player, you are inviting disengagement. The point of hiring is to drive
forward, not fall behind. You cannot determine the difference between a C and B Player without a
Culture Line, and we hold the proprietary methodology to create it.
• Emotional stress is the second biggest trigger of disengagement and you and your team receive a
healthy dose of it during hiring. You must employ a system that re-engages those you already have, or
hiring someone new becomes pointless.
• If you truly wish to help your existing employees they will need more than just a voice in the hiring
process. Our Personality-based Communications training and Emotional Intelligence Workshops have
been vetted by experts in Executive Coaching and Industrial & Occupational Psychology, and will help
them adjust to the new reality that adding even one person to the team can create.
What other Leaders are Saying...
...about the value
of learning how to
ASSESS:
...about the value
of learning how to
ALIGN:
Copyright CultureSmith Inc. 2016
...about the value
of learning how to
ASSESS:
What other Leaders are Saying...
...about the value
of learning how to
ASSESS:
...about the value
of learning how to
ALIGN:
Copyright CultureSmith Inc. 2016
...about the value
of learning how to
ALIGN:
What other Leaders are Saying...
...about the value
of learning how to
ASSESS:
...about the value
of learning how to
ALIGN:
...about the value
of learning how to
ATTRACT:
Copyright CultureSmith Inc. 2016
...about the value
of learning how to
ATTRACT:
What other Leaders are Saying...
...about the value
of learning how to
ASSESS:
...about the value
of learning how to
ALIGN:
...about the value
of learning how to
ATTRACT:
...about the value
of learning how to
ACTIVATE:
Copyright CultureSmith Inc. 2016
Summary
Who Should Use CultureSmith?
Any Leader who is currently faced with a hiring challenge who would like to use the triggers inherent within all hiring
situations to learn how to use the search for their new employee as a conduit to becoming a better leader themselves.
Why CultureSmith for Recruitment?
This process is the ONLY one of its kind that not only addresses the functional aspects of hiring well, but the
EMOTIONAL elements that derail leaders without them seeing it. Add in the work on how to remain personally engaged
and this process will pay dividends for years to come.
How Lengthy is the Process?
The full process from start to finish is 6-8 months and is broken into a 1/2 - 1 day Leadership Retreat, a 2-4 week
recruitment process, and then 24 hours of structured on-boarding and engagement training typically delivered over a 6
month timeframe. Each search however is tailored to the role in question, and other demands of the client's business.
What Do You Get?
In total, clients receive the placement, a full Executive Retreat and 6 months of coaching for their entire organization. You
will be left with highly engaged team who will now be able to engage their Customers to achieve even greater levels of
performance.
Search. Hire. Develop. Succeed.