To become more inclusive, it often helps to cast a wide net when recruiting. Although education requirements are a standard part of any job description, competitive companies are beginning to loosen the baseline requirements around college degrees. To recruiters who are focused on recruiting candidates with college experience: Don’t just focus on elite universities. Make…
The first step to creating a diverse and inclusive workforce is to remove unconscious bias: the inherent or learned stereotypes about people that form without realizing it. Leaving these biases unchecked can sabotage the recruiting and interviewing process in your organization. A company might create a plan for improving diversity and inclusion, but if it…
There are benefits to hiring for culture fit. When an employee loves your culture, the enthusiasm tends to show in their work. On the flip side, hiring the wrong candidate can be expensive: they may underperform or leave after only a short period of time. There’s benefits to a great culture fit for the candidate…
Who can conduct a cultural interview? If you’ve built a strong culture? Anyone in your organization! If you’ve correctly assessed your values companywide, then they don’t just live with managers, HR, or executives. Anyone should know what values your company stands for, and anyone should be able to ask candidates about them. Put another way,…
What kind of culture do you have? If you’re not sure, you’re not alone. Many companies don’t have a defined culture. The Predictive Index’s Design module can help you determine your culture through what we call “Team Types.” Team Types are essentially the ‘average’ of every team member’s behavioral preferences. You can explore them in the…
Relying on your gut? Many managers have an experience like this: You’re hiring for an open position and you find someone that seems perfect. They’re charming during the interview and their resume is spot-on, and so you fast-track them to the open spot. As soon as they start, they’re a nightmare. They show up late,…
Now that your plan is created and you have considered who you are as a leader, it’s time to follow through. Stick to those accountable dates and create follow-up meetings to assess how the team is doing. Depending on the results, also consider having discussions around what other potential challenges the team would like to…