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Organizational Culture: The Make-or-Break Factor in Hiring and Retention

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Workplace culture is a make-or-break factor in hiring and retention. Today’s in-demand payroll professionals will unquestionably be scrutinizing your corporate culture and considering whether they want to be part of it. This presentation will discuss why organizational culture matters, how to promote it when hiring, and how to assess the quality of your workplace environment.

Presented by Michael Steinitz from Accountemps and Robert Half at the American Payroll Association's 2019 Congress conference.

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Organizational Culture: The Make-or-Break Factor in Hiring and Retention

  1. 1. #PAYCON Organizational Culture: The Make-or-Break Factor in Hiring and Retention
  2. 2. 2 Speaker Michael Steinitz Senior Executive Director
  3. 3. 3  Organizational culture — what it is and why it matters  Importance of “fit” for both employers and candidates  How to promote corporate culture in the hiring process  Signs of a “talent-sticky” corporate culture  Assessing the quality of your organizational culture  Q&A Key Topics for Discussion 4
  4. 4. 4 What Is Organizational Culture? 5 Organizational culture, also known as corporate culture and workplace culture, is hard to define. Answering this question can help: Why do people want to work for our company?
  5. 5. 5 An unattractive corporate culture can impact a company’s ability to recruit and retain the skilled employees it needs to thrive. Reports of an unattractive corporate culture can spread fast through multiple channels — and persist — and make job candidates reluctant or unwilling to work for the organization. Corporate Culture: Why Does It Matter? 5
  6. 6. 6  Competitive? (Aggressive, quickly takes advantage of opportunities.)  Innovative? (Takes risks, willing to try new ideas.)  Supportive? (Cares about people’s attitudes and feelings.)  Team-oriented? (Cooperative, fosters collaboration.)  Traditional? (Acts conservatively and is methodical.) How Would You Describe Your Corporate Culture? 6
  7. 7. 7 WHAT THEY GET  Traditional A Corporate Culture Disconnect 7 WORKERS’ IDEAL CORPORATE CULTURE Source: Robert Half survey of more than 1,000 U.S. workers and over 500 workers in Canada, across a variety of professional fields, 2018  Supportive  Team-Oriented WHAT THEY WANT
  8. 8. 8  Businesses recognizing that employees who thrive in their workplace environment are more productive and loyal.  Workers consider it very important, personally, that their values and preferences align with those of their employer. Employers and Workers Focused on ‘Fit’ 8
  9. 9. 9 Would you accept a job if the role was a perfect fit, but the corporate culture wasn’t? No: 35 percent of U.S. respondents No: 40 percent of Canadian respondents Lack of Fit Could Deter Potential Hires 9 Source: Robert Half survey of more than 1,000 U.S. workers and over 500 workers in Canada, across a variety of professional fields, 2018
  10. 10. 10 Corporate Culture a Top Consideration 10 Top factor when considering a job offer, aside from salary: United States Canada 1. Vacation time 1. Vacation time 2. Corporate culture 2. Career advancement 3. Career advancement 3. Corporate culture 4. Work-from-home options 4. Professional development 5. Professional development 5. Work-from-home options Source: Robert Half survey of more than 1,000 U.S. workers and over 500 workers in Canada, across a variety of professional fields, 2018
  11. 11. 11 1. Company websites 2. Social media and review sites 3. Job descriptions 4. Job interviews and networking events Tips for Promoting Corporate Culture in Your Hiring Process 11
  12. 12. 12 12  What management style do you thrive under?  Tell me about the best project you’ve worked on and what made it work so well.  How well do you adapt to change?  What qualities do you think make you a good fit for our organization? Example Interview Questions to Assess Fit
  13. 13. 13 Be Prepared 13 Candidates might ask YOU questions such as:  How would you describe the company’s culture? What is it like working here?  How does the company show it’s interested in helping people build their careers?  What attributes do I need to succeed at this company?  What is one thing you wish you’d known before you started here?
  14. 14. 14 Let all hiring experts engaged by your company know about the work style and other key attributes that are common to people who excel at your company. Explain what makes your organizational culture unique — especially, in comparison to your competitors. Don’t Forget External Recruiters 14
  15. 15. 15 The onboarding process, when spread over time, provides an ideal opportunity to reaffirm to a new hire why your workplace culture is the right fit for them — and vice versa. Corporate Culture in the Onboarding Process 15
  16. 16. 16 Robert Half research shows that workers who don’t feel there is a good match between them and their employer are the most likely to leave their jobs within one year. Beyond the Onboarding Process 16
  17. 17. 17 17 Red Flags That Signal an Unattractive Corporate Culture  Low morale and lack of productivity  Lack of knowledge sharing among employees  Employees executing projects without a clear vision or direction  Employees focusing on blame rather than fixing problems  Employees feeling uncertain about how they make a difference 17
  18. 18. 1818 8 Signs of a Talent-Sticky Workplace People want to work for you 18 #1
  19. 19. 1919 8 Signs of a Talent-Sticky Workplace Your workers know how they add value 19 #2
  20. 20. 2020 8 Signs of a Talent-Sticky Workplace Morale and productivity are running high 20 #3
  21. 21. 2121 8 Signs of a Talent-Sticky Workplace Everyone feels safe to express their opinion 21 #4
  22. 22. 2222 8 Signs of a Talent-Sticky Workplace Bad ideas do not exist, only better ones do 22 #5
  23. 23. 2323 8 Signs of a Talent-Sticky Workplace People treat each other with respect 23 #6
  24. 24. 2424 8 Signs of a Talent-Sticky Workplace You have a learning culture 24 #7
  25. 25. 2525 8 Signs of a Talent-Sticky Workplace You are winning at retention 25 #8
  26. 26. 26 Other Elements of an Attractive Corporate Culture 26  Effective communication  Meaningful recognition  Positive, interpersonal work relationships  Professional development and growth
  27. 27. 27 Frameworks: Protiviti, Great Place to Work, Ethisphere, etc. Focus groups, internal surveys and self-assessments Formal audits of organizational culture Tools to Assess Your Corporate Culture 27
  28. 28. 28 Who Is Responsible for Building a Great Place to Work? 28 Answer: Everyone.
  29. 29. 29 Set the Example 29 Everyone in an organization has a role to play in shaping and monitoring corporate culture, but leaders set the example for everyone else. They are also the ones who can drive change and improvement in the corporate culture.
  30. 30. 30 How Would You Describe Your Corporate Culture? 30  Competitive? (Aggressive, quickly takes advantage of opportunities.)  Innovative? (Takes risks, willing to try new ideas.)  Supportive? (Cares about people’s attitudes and feelings.)  Team-oriented? (Cooperative, fosters collaboration.)  Traditional? (Acts conservatively and is methodical.)
  31. 31. #PAYCON Organizational Culture: The Make-or-Break Factor in Hiring and Retention Q&A
  32. 32. Thank you for attending! Please Complete Your Evaluation #PAYCON

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