Culture fit disrupted

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PARTNERSHIP OBJECTIVES
1. Understand your company’s definition of culture fit
2. Provide a framework for assessing and developing your
company’s culture
3. Understand the steps you can take to create a truly
engaged organization
4. Maphowhiringforculturefitcanleadtoacostsavings for
yourorganization
Webinar Objectives

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About Hueman
Recruitment Process Outsourcing
A form of business process outsourcing where an employer transfers all
or part of its recruitment processes to an external service provider such
as ourselves.
www.huemanrpo.com

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About Hueman
Only company in America that has been named a
Nationwide Best Workplace for 13 years in a row!
#1 Best Workplace in
America, 2013
Top 25 Most
Engaged Company
Culture Worldwide,
2016
2016 Baker’s Dozen: #2 Healthcare Leader
2016 Baker’s Dozen: #2 for RPO Midsize Deals

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Meet Dwight.
o Current CEO of Hueman
o Former CEO of PPR Talent Management Group
o Entrepreneur and soon-to-be author
o Founder of 10 companies over the past 20 years
o 2016 Gallup Manager of the Year Finalist
o Husband and father of 3!
o @djcoolswag

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o Vice President of Marketing
o Recruitment Marketing for 7+ years
o Selected as a 2016 Staffing Industry Analyst “Top
Millennial in Staffing”
o Managed teams of 45+ team members
o Directly hired 27 people
o Managed 49 recruitment brands / websites
o Generated 8 million+ online applications
o Wife and mother of 2!
And, I’m Sarah.

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more…
• It’s Their World - We’re just living in it!
• Culture Fit: Tailored to Hire
• #BESTWORKPLACE
• Get Engaged
• What’s it all worth?
• Hiring Right
T O P R P O
P R O V I D E R A S
R E C O G N I Z E D O N
H R O T O D A Y ’ S
B A K E R ’ S D O Z E N
L I S T
O U R C U L T U R E - B A S E D
R E C R U I T I N G A P P R O A C H
M E A N S W E A L L W I N

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It’s Their World: We’re Just Living In It!
Jobs Added in April 2017:
211,000
55,000
6,000
39,000
6,000
19,000
-7,000
41,000
19,000
Leisure & Hospitality
Manufacturing
Professional Services
Retail
Finance & Accounting
Transportation & Logistics
Health Services
Information Technology
All data is derived from the BLS Regional and State Unemployment Report for April 2017.
Unemployment rate drops from 4.5% to 4.4%.

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It’sTheirWorld:We’reJustLivingInIt!
What is a passive job seeker?
• Passive job seekers are typically defined as employed and not actively looking for a new job.
• An estimated 75% of all job candidates are considered passive.
But, are they really “good”?
• 71% of currently employed workers admit to job searching or at least
openness to a new opportunity.
• Among all employed adults, 65% look at new opportunities within 3
months of starting a new job.
• 58% of workers look at other jobs at least every month.

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All data is derived from Jobvite’s 2017 Job Seeker National Study..

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In Summary:
• The active job seeker pool continues to tighten as more jobs are added and
the unemployment rate declines; making this a candidate-driven market.
• Passive job seekers make up 75% of all potential candidates.
• 71% of currently employed individuals are open to new job opportunities.
• We’ve eclipsed job hopping and are in the era of “hyper-hopping” - where
job seekers will change jobs every 1 – 3 years.
• Employees are willing to take a pay cut – sometimes at 50% -- to have a job
that they are passionate about.
What does this mean for you as you think of your recruitment or retention
strategies?
You have to tap into the “passion” and “bliss” that job seekers – and existing
employees – say that they are looking for.

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At its core, cultural fit means that employees' beliefs and
behaviors are in alignment with their employer's core values
and company culture.
Culture Fit: What is it?

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Culture Fit: The Unconscious Bias
In their strife for increased diversity and inclusion, Facebook believes that the
idea of Culture Fit has become the embodiment of unconscious bias, meaning
that hiring managers are hiring people like themselves and discounting those who
are different. This type of thinking hinders diversity and leads to homogenous
cultures.
“At its core, cultural fit means that employees' beliefs and
behaviors are in alignment with their employer's core values
and company culture.”

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PARTNERSHIP BENEFITS
3 Things That Make “Good Ol
Hires by TypeAgenda
“Good Old-fashioned” RecruitingTRADITIONAL VS. FOCUSED RECRUITING
STRATEGIC IMPACT
Step 1: Define Your Core Ideology
Brand Promise: We put you first.
Core Purpose: Creating great employment experiences.

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Hires by TypeAgenda
STRATEGIC IMPACTStep 2: Develop and Articulate Your Mission Statement
We stand for
We build relationships with people, not companies.
We build culture around people, not things.
We connect people: the right person with the right
position, for the right company – at the right time.
Creating a great experience always starts
with treating people right.
WE STAND FOR PEOPLE. WE ARE HUEMAN.

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Hires by TypeAgenda
STRATEGIC IMPACTStep 3: Define Your Core Values
Change:
Change is an
essential
component of
our success.
Excellence:
We are never
satisfied and
take pride in
high standards.
Service:
We provide
world-class
service.
Trust:
We display
honesty, integrity
and ethics in all
aspects of
business.
Teamwork:
We actively
participate in our
culture.

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#BESTWORKPLACE: Our Journey
#1
Best Small
Workplace
in America
(2013)
#7
Best Medium
Workplace
in America
(2016)
#16
Most Giving
Back
Workplace
in America
(2016)
#4
Best Small
Workplace
in America
(2015)
#9
Best Workplace
for Women in
America (2015)
#2
Best Small
Workplace in
America
(2014)

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OUR AWARDS#BESTWORKPLACE

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OUR AWARDS#BESTWORKPLACE Start by assessing how your employees feel your company treats them in the
following areas:
 Credibility
 Respect
 Fairness
 Pride
 Camaraderie

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An“engaged employee” isonewhoisfullyabsorbedbyand
enthusiastic abouttheirworkandsotakes positiveaction tofurther
theorganization’s reputationandinterests.
Get Engaged: What is an engaged employee?

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OUR AWARDSGet Engaged.
Source: HR Muscle

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OUR AWARDSGet Engaged.
Source: HR Muscle
Won when Hueman was still part of PPR Talent Management Group
99th
99th
99th
98th
99th
99th
98th
99th
98th
99th
83rd
97th
98th
Overall Satisfaction
Know What's Expected
Materials & Equipment
Opportunity to Do Best
Recognition
Cares About Me
Development
Opinions Count
Missions / Purpose
Committed to Quality
Best Friend
Progress
Learn & Grow
Percentile Rank Among All Companies
Employee Engagement Results

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Hires by TypeAgenda
STRATEGIC IMPACTGet Engaged: It Starts With Communication!

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Hires by TypeAgenda

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OUR AWARDSGet Engaged.  Assess how engaged your current employees are
 Communicate regularly
 Be transparent
 Ask specific questions
 Ask for and listen to feedback
 Prioritize feedback
 Incorporate that feedback

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What’s It All Worth?
To get started, you need the following information about your organization:
1. Revenue per employee (We’ll use $600,000 for this example)
2. Incremental Profit Margin Per New Hire (We’ll use 40% for this example)
3. Top Performer Contribution Increases (We’ll use 25% and 15% for this example)
Now, let’s calculate!
Revenue Per Employee x Profit Margin
$600,000 x 40% = $240,000
This is now our baseline for performance, which means we will assume the average employee contributes $240K each year.
Now, we’re going to assume that the top 25% of employees contribute 25% more than the baseline, and the next 25% of
employees contribute 15% more than the baseline:
$240,000 x +25% = +$300,000, or $540,000 total
$240,000 x +15% = =$276,000, or $516,000 total
So, based on these figures, if a recruiter at your company is making 30 hires per year, the total variable profit contribution of these
people is $7.2 million. If that same recruiter hired individuals that became part of that top 25% of performers, this increases to $9
million a year, equaling a profit improvement of $1.8 million!

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Step 1: Understand your audience and their motivations.
A CFO’s responsibilities include:
• Developing business strategy – including business forecasting, budgeting and profitability.
• Endorsing the financials and KPIs to achieve before-mentioned strategy.
• Funding the business and strategy.
So, you need to:
• Make sure you are fully up to date on the organizations’ strategy. Ask questions. Map how your strategy fits into the long
term direction of the business. If you can’t answer that, then there’s no point in asking for funding.
• Make sure you understand how success is measured.
• Be able to clearly demonstrate ROI – even if it’s a long term ROI strategy.

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Step 2: Ask yourself the right questions and start to build your business case.
2. What’s the ROI on the investment? You must clearly define this, including:
a - Payback period: The length of time required for an investment to recover its initial outlay in terms of profits or savings.
b - Internal rate of return: The interest rate at which the net present value of all the cash flows (both positive and negative) from a project or
investment equal zero.
c - Net present value: The value in the present of a sum of money, in contrast to some future value it will have when it has been invested at
compound interest.
d - Profitability index: The ratio of payoff to investment of a proposed project. It is a useful tool for ranking projects because it allows you
to quantify the amount of value created per unit of investment.
1. How does the HR investment tie back to the strategy? Always reference strategy documents verbatim as it shows you understand the business’s
objectives.
3. Use the right lingo: Stakeholders, ROI, Human Capital Investment, and Fiduciary Responsibility are some of my personal favorites –
and can pull at the heart strings of even the most difficult CFO!

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Step 3: Be realistic, succinct and precise.
• Be ready to defend your numbers.
• Show benchmarks in the market, and how your organization ranks comparatively.
• Include case studies of other organizations who have been successful at implementing a similar initiative.
• Provide a realistic implementation plan – that includes a section identifying required resources – both financial and human
• Be concise, keep it simple and keep it snappy! An executive summary goes a long way…and honestly, is sometimes the only thing they read!

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Hires by TypeAgenda
STRATEGIC IMPACTHow to Hire Those Top Performers
Here’s what we do to hire the best – internally and for our clients!
 Don’t create job descriptions only about listing skills, experiences and competencies.
 Define the job as a series of challenging, measurable performance objectives.
 Advertise the unique employee value proposition.
 Implement a 40/40/20 sourcing plan.
 Conduct a rigorous performance-based interviewing process that involves more than just you!
 Provide the candidate with a 30% non-monetary increase.

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Interested in having Dwight consult? Or, finding our
more about us and our services?
Contact Us!
sarah.palmer@hueman.com
www.huemanrpo.com

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