Hiring has never been harder than it is today, but the secret to making better hires is already within reach of every company. By using company culture to select the best job candidates, companies will benefit form higher performance and lower turnover.

1. Why Your Company Culture
is the Secret to Better Hiring
Catherine Spence
Co-Founder, Pomello
November 2016 | TalentWeek

2. Recruiting Is Plagued By 3 Major Pain Points
November 2016 | TalentWeek
There Are Too Many Undifferentiated Applicants

3. Recruiting Is Plagued By 3 Major Pain Points
November 2016 | TalentWeek
It Takes Too Much Time and Costs Too Much

4. Recruiting Is Plagued By 3 Major Pain Points
November 2016 | TalentWeek
Hiring Managers and Recruiters Lack the Right Data to Make
Good Decisions
BUT…

5. How Do You Fix It? Company Culture
November 2016 | TalentWeek
Using your company culture in your recruiting process can…
IMPROVE THE QUALITY OF YOUR CANDIDATE POOLà It’s
not about attracting the most candidates, it’s about
attracting the right candidates.
REDUCE TIME AND COSTS SPENT RECRUITING à Identify
your highest potential candidates quickly.
MAKE BETTER HIRING DECISIONS à Use a consistent
predictive framework to evaluate your candidates.

6. Defining and Attracting The Ideal Job Candidate
November 2016 | TalentWeek
1. Avoid over-qualified candidates
2. Define your ‘minimum viable skillset’
3. Articulate your culture to maximize
motivation

7. Identifying Your Highest Potential Candidates
November 2016 | TalentWeek
And avoiding bad hires
1. Gather culture preferences from candidates using a
consistent and validated framework
2. Use this framework to score candidates based on their
culture fit potential
3. Combine with other resume screen assessments to
prioritize which candidates to interview

8. Interviewing For Culture Fit
November 2016 | TalentWeek
Interview Guide
Top Values for Deposit Services HP - Client:
Customer Orientation - Individuals place a high value on listening to internal/external customers, are attuned to customer needs, and are market
driven in their decision-making.
Tell me about a time you created a positive outcome for customers.
Give an example of how you repaired a customer relationship.
Collaboration - Individuals place a high value on team dynamics, cooperation, and support. They avoid aggressive behavior, and are less
comfortable with conflict.
Give an example of a time when you led a team or project.
Tell me about a time when a team you were on was having trouble working together.
Integrity - Individuals place a high value on honesty and ethics forming the foundation of their behavior in the workplace.
Tell me about an instance where you prioritized the integrity of a process over the outcome.
Give an example where having a strong sense of ethics contributed to the success of a team or project you have worked on.
Structured Behavioral Interviews
1. Your core values should define the framework of your culture
interview questions.
2. Use open-ended behavioral interview questions.
3. Do not lead candidates to the ‘right’ answer, or ask candidates
questions where there is a ‘right’ answer

9. How Does This Solve My Pain Points?
November 2016 | TalentWeek
Too Many
Undifferentiated
Candidates
Takes Too Much
Time, Costs Too
Much
Recruiters Don’t
Have the Right
Data
Cast a wide net
in terms of skills,
and narrow the
net for core
valuesà
Improve the
quality of your
applicant pool.
Using a culture
screen identifies
a smaller group
of high potential
candidatesà
You spend less
time and $$
interviewing
duds.
Culture analytics
on candidates
improve the
quality of your
hiring decisionsà
New hires will
perform better
and turnover will
fall.

10. What’s The ROI of Hiring For Culture Fit?
November 2016 | TalentWeek
0.65 0.7 0.75 0.8 0.85 0.9 0.95
Performance
Rating
Predictive Compatibility
Score
High
Low
Time Since Hiring
%ofNewHiresStillatCompany
Top Score
Quartile
Bottom Score
Quartile
Hiring to optimize for culture alignment leads to higher
performance and lower turnover
Compatibility vs. Performance
Predict long term performance --
YES
Employee Attrition Curves
Stronger fit leads to lower turnover --
YES

11. Hiring For Culture Best Practices
November 2016 | TalentWeek
Here are the top 5 best practices to bring culture into your
hiring process:
1. Know your culture
2. Define your ideal candidate in terms of skills and values
3. Gather consistent data on candidate values/
preferences
4. Use culture data in concert with a resume screen to
determine who to interview first
5. Use culture data to structure your culture fit interviews

12. Questions?
catherine@pomello.com
November 2016 | TalentWeek