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Jo-Dee M. Benson
VP, Chief Culture Officer
Cirrus Logic
How the Culture Integration
Process Begins Before, During
and Afte...
2
Cirrus Logic (NASDAQ:CRUS)
High Tech – Semiconductors
Since 1984 – HQ in Austin, Texas
~700 Employees Worldwide
R&D driv...
3
Jo-Dee Benson
Marketing background
Started at Cirrus Logic in 1995
Marketing Communication Manager
VP, Chief Culture Off...
4
7 Years Ago Today
5
CORPORATE CULTURE
VIDEO
6
Low Employee Moral #11 Best Place to Work
Low Voluntary Turnover
Strong Recruiting
Success
High Voluntary Turnover
Diffi...
7
Culture Pays Off
Industry*
Voluntary
Turnover Rate
Cirrus Logic
Voluntary
Turnover
Additional
Retained
Employees
Estimat...
8
What is our Secret Weapon?
9
The basic marketing principles can apply…
 Know who your customer is
 Know what your customer wants
 Exceed the custo...
10
Consistency and patience
Every company has a corporate culture
Tone comes from the top – starting with CEO
Communicate ...
11
First Choice in
Signal Processing Components
Provide innovative, high-performance analog and
digital signal processing ...
12
Culture Integration Process Begins
Before, During and After the First
Interview
13
Interview Orientation
On-site
Interview Orientation
Welcome
Calls
Welcome
Bag
Culture
Training
Fresh
Feedback
PEER and
...
14
Welcome
Bag
Candidates receive the day
before on-site interview
Highlights “Austin”
Vision, Mission and Values
Onsite
I...
15
Behavioral
Interviewing
Customized for Cirrus Logic
Our goal is to ensure personal
success
Onsite
Interview
Orientation...
16
Behavioral Interviewing
Culture Fit – The Key Success Indicator
Reasons for unsuccessful hires at Cirrus Logic
Culture ...
17
Find Success Factors
 Identify top contributors to the organization
 Determine what makes them successful
Build and T...
18
Welcome
Calls
Before start date, new
employees are contacted by
hiring managers, HR and the
CEO
Onsite
Interview
Orient...
19
Employee
Orientation
Focus is on Mission, Vision, Values
All I.T. and office setups are
completed prior to arrival
Onsi...
20
Follow-up
New employees are
contacted by HR and their
designated “PEER” the first
week of hire
Onsite
Interview
Orienta...
21
CEO Lunch
Every new employee has direct
communication with the CEO
Review the Vision, Mission,
and Values
Small group Q...
22
PEER
Program
All new employees are paired with a
colleague outside of their group
Technical Mentor Program
and
Technica...
23
“Fresh
Feedback”
Gathering feedback about
the onboarding experience
from new hires
Onsite
Interview
OrientationWelcome
...
24
Fresh Feedback – Continuous Improvement
Early I.T. Setup Improves Productivity
Feedback: “…approx. 3 days of
productivi...
25
Fresh Feedback – Continuous Improvement
Technology Resources for Employees
Feedback: “Difficult to find
relevant techni...
26
“School of
Cirrus Rocks”
a.k.a. “Culture Camp” for new employees
3-6 Months after hire
Reinforces our unique corporate ...
27
“SCHOOL OF CIRRUS ROCKS”
VIDEO
28
“Better Know
a Rock Star”
Game on internal website
Helps employees get to know
one another
Fresh
Feedback
Culture
Train...
29
And there’s more…
30
…and even more…
31
…and a little more
32
Establish your Vision, Mission and Core Values
Survey employees – providing them a forum to be heard
Look for themes th...
33
In the end…
Do whatever it takes to get it done
34
Q&A
35
Candidate
Welcome
Bag
Samples
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How the Culture Integration Process Begins Before, During and After the First Interview  

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Learn how to grow and sustain your company culture through branding.

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How the Culture Integration Process Begins Before, During and After the First Interview  

  1. 1. Jo-Dee M. Benson VP, Chief Culture Officer Cirrus Logic How the Culture Integration Process Begins Before, During and After the First Interview
  2. 2. 2 Cirrus Logic (NASDAQ:CRUS) High Tech – Semiconductors Since 1984 – HQ in Austin, Texas ~700 Employees Worldwide R&D driven, Masters Degree and higher Average employee salary greater than $100K
  3. 3. 3 Jo-Dee Benson Marketing background Started at Cirrus Logic in 1995 Marketing Communication Manager VP, Chief Culture Officer
  4. 4. 4 7 Years Ago Today
  5. 5. 5 CORPORATE CULTURE VIDEO
  6. 6. 6 Low Employee Moral #11 Best Place to Work Low Voluntary Turnover Strong Recruiting Success High Voluntary Turnover Difficult to Attract and Retain Experienced Talent
  7. 7. 7 Culture Pays Off Industry* Voluntary Turnover Rate Cirrus Logic Voluntary Turnover Additional Retained Employees Estimated Savings 2011 6.2% 4.7% +9 HC ~ $1M 2012 6.6% 4.0% +16 HC ~ $1.6M 2013 8.7% 6.1% +18 HC ~ $1.8M * Source - Radford Reduced Voluntary Turnover Saves Money
  8. 8. 8 What is our Secret Weapon?
  9. 9. 9 The basic marketing principles can apply…  Know who your customer is  Know what your customer wants  Exceed the customers’ expectations
  10. 10. 10 Consistency and patience Every company has a corporate culture Tone comes from the top – starting with CEO Communicate and practice your Vision, Mission and Core Values…everyday Employees are smart – even when you think they don’t know…they do Demonstrate humility Employees are your most important assets
  11. 11. 11 First Choice in Signal Processing Components Provide innovative, high-performance analog and digital signal processing components that ROCK! Continuous Improvement Innovation Integrity Communication Job Satisfaction Let this be your first step…
  12. 12. 12 Culture Integration Process Begins Before, During and After the First Interview
  13. 13. 13 Interview Orientation On-site Interview Orientation Welcome Calls Welcome Bag Culture Training Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Traditional Hiring Process
  14. 14. 14 Welcome Bag Candidates receive the day before on-site interview Highlights “Austin” Vision, Mission and Values Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  15. 15. 15 Behavioral Interviewing Customized for Cirrus Logic Our goal is to ensure personal success Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  16. 16. 16 Behavioral Interviewing Culture Fit – The Key Success Indicator Reasons for unsuccessful hires at Cirrus Logic Culture Fit 60% Technical Skills 25% Failure to Progress 10% Other 5% Behavioral interviewing is an effective measure of the non-technical skills required
  17. 17. 17 Find Success Factors  Identify top contributors to the organization  Determine what makes them successful Build and Test Behavioral Questions  Hiring individuals who can effectively integrate to the corporate culture  Continue to test and modify the questions Train the Interviewers  To identify key attributes and competencies Revisit after failed hire Behavioral Interviewing
  18. 18. 18 Welcome Calls Before start date, new employees are contacted by hiring managers, HR and the CEO Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  19. 19. 19 Employee Orientation Focus is on Mission, Vision, Values All I.T. and office setups are completed prior to arrival Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  20. 20. 20 Follow-up New employees are contacted by HR and their designated “PEER” the first week of hire Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  21. 21. 21 CEO Lunch Every new employee has direct communication with the CEO Review the Vision, Mission, and Values Small group Q&A session Jason Rhode CEO Cirrus Logic Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  22. 22. 22 PEER Program All new employees are paired with a colleague outside of their group Technical Mentor Program and Technical Mentoring Program Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  23. 23. 23 “Fresh Feedback” Gathering feedback about the onboarding experience from new hires Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  24. 24. 24 Fresh Feedback – Continuous Improvement Early I.T. Setup Improves Productivity Feedback: “…approx. 3 days of productivity wasted”  Setting up of workstations  Getting all passwords  Getting new employee to work Improvement: Ready on Day 1  Onboarding checklist  Employees are working on Day 1 following orientation
  25. 25. 25 Fresh Feedback – Continuous Improvement Technology Resources for Employees Feedback: “Difficult to find relevant technical information” Improvement : A “real librarian”  Collection of readily available technical information and resources  Physical space where people can go  Highly utilized Meet Elly!
  26. 26. 26 “School of Cirrus Rocks” a.k.a. “Culture Camp” for new employees 3-6 Months after hire Reinforces our unique corporate culture Utilizing the art of story telling Onsite Interview OrientationWelcome Calls Welcome Bag Fresh Feedback PEER and Mentoring CEO Lunch Follow-up Culture Training
  27. 27. 27 “SCHOOL OF CIRRUS ROCKS” VIDEO
  28. 28. 28 “Better Know a Rock Star” Game on internal website Helps employees get to know one another Fresh Feedback Culture Training And beyond
  29. 29. 29 And there’s more…
  30. 30. 30 …and even more…
  31. 31. 31 …and a little more
  32. 32. 32 Establish your Vision, Mission and Core Values Survey employees – providing them a forum to be heard Look for themes that resonate with your organization and build a “brand” around it It’s the small gestures that can make the biggest impact Take risks, be brave…be prepared to fail sometimes too Measure everything Continue to always reinforce the messages
  33. 33. 33 In the end… Do whatever it takes to get it done
  34. 34. 34 Q&A
  35. 35. 35 Candidate Welcome Bag Samples

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