OutMatch http://outmatch.com Hiring, Keeping, and Developing Great Employees Mon, 22 Jan 2018 16:42:02 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.1 Stop the Revolving Door of Employee Turnover http://outmatch.com/stop-revolving-door-employee-turnover/ Mon, 22 Jan 2018 14:37:06 +0000 http://outmatch.com/?p=20142 Using data to improve recruiting, hiring and onboarding processes can help stem the flow of employee turnover. High levels of employee turnover take a quiet, yet significant toll on companies. That annoying swooshing sound caused by a steady stream of…

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Using data to improve recruiting, hiring and onboarding processes can help stem the flow of employee turnover.

High levels of employee turnover take a quiet, yet significant toll on companies. That annoying swooshing sound caused by a steady stream of employees as they happily push their way through that figurative revolving door is nothing compared to the effects of silent cripplers like lower profitability, productivity and morale.

To make things worse, the current low levels of unemployment have created a supply-and-demand issue that only exacerbates the problem of finding replacement workers. And the longer it takes to hire replacements, the more hiring expenses increase and the more morale erodes as existing employees grow weary of picking up the slack.

It doesn’t have to be that way, says Carol Jenkins, an industrial organizational psychologist who works for OutMatch (www.outmatch.com). The Dallas-based consulting firm helps businesses develop automated processes that improve hiring and employee-development decisions through data-rich assessments and analytics. In other words, a primary cause of employee turnover is bad hiring decisions that technology can help companies avoid.

Related: Best of 2017: Wisdom About the Human Side of the Industry

“Years ago, human resources traditionally was seen as a soft area. Its purpose was to make people feel good,” Jenkins explains. “But now, we’re seeing a shift to technology that can make hiring processes more efficient. We can create systems that layer all kinds of data together and create a clearer picture of job candidates.”

As an example, Jenkins points to employee assessments that can help organizations understand what differentiates a successful performer from a poor performer. Managers then can keep those success traits
in mind as they screen job candidates during the hiring process.

Recruiting is expensive

Related: Top 10 Tips for Conducting Interviews

Quantifying the cost of turnover is difficult, which also makes it easier to ignore. Some experts opine that the average cost of losing an employee in a highly skilled position is more than 200 percent higher than that employee’s annual salary. Others peg the cost at roughly six to nine months of an employee’s annual salary.

But no matter how you try to calculate it, there’s no doubt that advertising a job opening, recruiting candidates, interviewing them, checking their credentials and references, giving pre-employment skills and drug tests, and then hiring and training them is anything but inexpensive.

What are the most common causes of high turnover? If it occurs quickly, it’s likely the employee didn’t have the right experience or the job wasn’t what the employee expected. “A recruiter may have sold them something that isn’t true,” Jenkins says. “That’s why it’s so important to provide a realistic job preview so their expectations are very similar to what they’ll actually be doing. That way, if they don’t like what they hear, they can ‘quit’ before they get hired.”

Related: Water Utility Uses Natural Energy of Moving Water to Save Power Costs

If employees leave after six months or longer, job stagnation may be the culprit. “They may see no chance of career progressions, or they have a bad relationship with their manager,” Jenkins says. “Or the pay isn’t high enough. Those things become more important the longer employees stay with a company.”

Upfront analysis

Regardless of the cause, however, Jenkins feels strongly that proper hiring and onboarding processes are critical to reducing turnover. It’s similar to the old expression about the computing industry, “Garbage in, garbage out.” In other words, results are only as good as your initial inputs. And that’s where systems and analytics come into play.

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“Can the candidate do the job and will they do the job are two separate actors,” she notes. The former can be measured by ensuring candidates possess basic job skill sets. The latter can be addressed with assessments. “Can someone work with customers, and do they like customers?” she asks rhetorically. “People who are negative or disagreeable will be frustrated with customers. That’s not always easy to see in interviews, but assessments can help allow you to see their passions and innate qualities.”

But can’t job candidates game assessments? Not very easily, Jenkins asserts, noting that questions are subtly worded to minimize candidates’ abilities to cover traits they don’t want to reveal. “You can tailor assessments to best see what success looks like in your organization,” she says.

Data and analytics can help in other areas, too. For example, they can help you ferret out candidates who are more prone to turnover. “Candidates who score moderate to low in integrity, for instance, tend to quit more than those who score high,” Jenkins says. Another tool in the low-turnover toolbox: Interview new hires after 60 or 90 days on the job and see if the recruiters are representing the job accurately so that candidates’ pre-hiring expectations aren’t shattered by on-the-job realities.

“You can also ask them how they feel about the connection with their managers,” she suggests. “Or if they feel like they’re part of the culture, or if they have a good friend at work, which is a key factor in employee engagement.

“You can even ask them if they’d take the job if it was offered to them again,” she continues. “And if you find gaps in the processes (for hiring and onboarding), then you can make interventions. But you then have to measure the results of the interventions — see if they moved the needle. That will help retain those employees longer.”

mswmag.com

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Innovation in HR: 3 Trends for Talent Acquisition http://outmatch.com/driving-innovation-hr-3-trends-talent-acquisition/ Mon, 22 Jan 2018 08:00:12 +0000 http://outmatch.com/?p=19974 “Structure, structure, structure” has been the mantra of Talent Acquisition professionals for several years now. If your Talent Acquisition team has successfully implemented a structured, scalable hiring process—especially one that can process hundreds or thousands of applicants across hundreds or…

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“Structure, structure, structure” has been the mantra of Talent Acquisition professionals for several years now. If your Talent Acquisition team has successfully implemented a structured, scalable hiring process—especially one that can process hundreds or thousands of applicants across hundreds or thousands of locations—then take a moment to acknowledge this tremendous feat. You’ve officially joined the ranks of best-in-class companies, and are better positioned to secure top talent for your organization.

So what’s next for Talent Acquisition? HR leaders know that pushing forward and staying ahead of industry trends is critical to success. That’s why you’ll see companies that are strong in talent acquisition continue to experiment. Why settle for good when you can have great? In HR as in business, the most successful among us are the ones that continue to innovate.

Here are 3 ways you can drive innovation in HR and take Talent Acquisition to the next level:

1. Embrace AI and predictive analytics. 

According to Glassdoor, artificial intelligence will impact all facets of the workforce, but the biggest changes will be seen in two key business sectors—Finance and Talent Acquisition. Predictive analytics are already sharpening HR’s decision-making, and coupled with AI capabilities like machine learning, which can probe massive amounts of data for patterns and trends, identify the most predictive models, and learn, adapt, and self-correct over time, HR leaders are poised for success like never before.

For Talent Acquisition specifically, these solutions will provide the ability to quickly sort resumes, make predictive matches between candidates and jobs, calculate turnover risk, and predict labor market shifts and staff shortages.

2. Provide transparency for candidates.

HR is beginning to shake up the silos so that candidates profiles are easily accessible and continue to build by taking in data from key points in the hiring process (so that hiring managers don’t see a “different” candidate than the recruiter, or make decisions based on limited information). This provides great transparency for decision makers internally. The next big obstacle is providing transparency for candidates. Glassdoor puts it best by saying:

In an era when consumers can easily track every step in a FedEx delivery process — from a mobile device — it strikes most job seekers today as archaic to be unable to track the status of a potentially life-changing job application in real time.”

The technology is already in place to support this change. Technically speaking,  it’s just a matter of repackaging data from your existing ATS and opening it up to candidates. Candidates expect, and appreciate, communication like this, and if transparency is a core value in your culture, then it’s a necessity to demonstrate it in your candidate experience.

3. Build powerhouse hiring profiles.

When you’re filling vacancies, you want to hire people to satisfy the immediate need, but you also want to hire people who will contribute long-term to your company’s business growth and goals. How do you know when you’ve got someone who will thrive in your culture and drive results in your company? Hiring profiles provide that benchmark. Hiring profiles can be tailored to your organization’s culture and core competencies, and then “plugged in” to a pre-hire assessment to measure a candidate’s fit for the job.

What are the most important things to capture in your hiring profile? That depends on your company, and on the job. Amazon, for example, which is known for hiring pioneers, innovators, and workhorses, looks for traits like Curiosity, Frugality and Customer Obsession when evaluating candidates for leadership roles.

For a further look into the future of HR, see our 2018 HR Trends to Watch, or check out our webinar on How Predictive Analytics is Changing the Game in 2018.

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What Makes Your Company Great? Red Bull Inspires http://outmatch.com/makes-company-great-red-bull-inspires/ Fri, 19 Jan 2018 18:35:25 +0000 http://outmatch.com/?p=20047 Which came first – the brand or the company? The company or the brand? In the case of Red Bull, it’s their brand that drives the business. As their motto implies – “Red Bull gives you wings” – this company…

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Which came first – the brand or the company? The company or the brand? In the case of Red Bull, it’s their brand that drives the business. As their motto implies – “Red Bull gives you wings” – this company is all about pushing limits. In 2012, they literally took the sky (actually, all the way to space) by sponsoring the highest ever free-fall parachute jump from 24 miles above the Earth. And today, we continue to see them push the limits in the air, land, and water.

According to Forbes, “This adventurous spirit is a reflection of Red Bull’s freewheeling corporate culture that has enabled the company to build an enviable performance record over the last 30 years.”

Need proof that living your brand not only drives performance, but builds your talent pipelines as well? It works for Red Bull. At of the end of 2016, Red Bull employed 11,865 people in 171 countries. On their career page, they say this:

Profit is not our driver, it’s chasing our potential. It’s giving wings to people and ideas.” 

Red Bull has build a fan base around world records and epic adventures, but not all companies need to attract the thrill-seeker type. What’s your company all about? This blog post on DisruptHR should get you thinking about what makes your company great, and what inspires people within your company to strive for greatness. Then, your job in HR is to find ways to inject that message of greatness into your employment brand – so you can attract and retain talent that is perfectly suited to your brand and culture.

We’ve seen impressive cross-functional efforts in recent years between HR and Marketing to join forces as brand ambassadors, and unite the corporate and employment brand under one “roof.” If your company already has a strong brand and culture, then there’s no need to re-invent it. Rather, immerse yourself in it. Become an expert in your company’s culture and turn it into your competitive advantage. When you do, you’ll not only boost your applicant flow, but you’ll see an uptick in the right type of candidates for your company. The wrong candidates will self-select out, making it easier for Talent Acquisition to fill roles faster. You’ll also see that a strong culture leads to stronger employee engagement and retention.

For more information on leveraging your brand and culture to maximize the potential of your workforce, check out our webinar: Culture DNA: How to Measure, Endorse, and Turn it into Your Competitive Advantage.

 

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3 Reasons Why HR Should Embrace Predictive Analytics http://outmatch.com/3-reasons-hr-embrace-predictive-analytics/ Thu, 18 Jan 2018 03:17:43 +0000 http://outmatch.com/?p=19944 Predictive analytics is top-of-mind for business leaders everywhere, and for good reason. It’s transforming the way that businesses operate, and it’s applications are practically limitless. Organizations of all kinds, from finance and healthcare to retail and marketing, are finding new…

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Predictive analytics is top-of-mind for business leaders everywhere, and for good reason. It’s transforming the way that businesses operate, and it’s applications are practically limitless.

Organizations of all kinds, from finance and healthcare to retail and marketing, are finding new and innovative uses for predictive analytics. It’s time for HR to catch up. Here are the three top reasons to move predictive analytics to your must-have list this year.

1. Drive superior decision-making.

Predicting trends and future events has always been the holy grail of business success. Predict the future, and you’ll know which products will be in highest demand and which solutions will be most successful, you’ll know when you’re going to experience shortages and surpluses, and you’ll know which opportunities to purse and risks to avoid.

Predictive analytics brings precision and accuracy to your predictions like never before. With big data and predictive algorithms and your fingers tips, you’ll be better positioned to predict employee performance, turnover risk, or any of the key metrics that impact your bottom line.

2. Shift your strategy from reactive to proactive.

Why report last year’s numbers when you can report next year’s numbers? Predictive analytics provides a vantage point that’s far superior to basic, or even advanced reporting.

For example, you probably report your organization’s annual turnover rate. With predictive analytics, you can predict and prepare for turnover and talent shortages. Not only that, you can also avoid turnover by calculating turnover risk in order to avoid hiring high-risk candidates, and to better retain high-value employees.

3. Stay ahead of your competition.

Predictive analytics has become the gold standard in business intelligence, and early adopters are already reaping the rewards. In the retail space, companies like Whole Foods are quickly adopting this data-focused model to keep up with competitors like Kroger, which uses predictive analytics to power its best-in-class loyalty program and drive impressive same-store sales growth and market share gains.

For HR leaders, the competition is for talent. But it’s also within your own company, to prove yourself capable of the strategic visioning and problem solving that C-suite leaders have come to expect from HR.

Here’s what Josh Bersin had to say about it in last year’s Deloitte report on HR Technology Disruptions for 2017:

The reality is, companies should double down on their investments in analytics and pay serious attention to this area… Companies that don’t are likely to be disrupted by competitors that do.”

For more insight on how predictive analytics is different from the data analysis you do already, and how you can start driving results using predictive analytics, download our eBook: The Essential Guide to Predictive Talent Analytics. Or, watch our webinar: The Future of HR: How Predictive Analytics is Changing the Game in 2018.

 

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OutMatch Selected by Kingman Regional Medical Center to Provide Automated Reference Checking http://outmatch.com/outmatch-selected-kingman-regional-medical-center-provide-automated-reference-checking/ Wed, 17 Jan 2018 18:48:23 +0000 http://outmatch.com/?p=19942 Solution will support growth at Northwest Arizona’s largest healthcare provider by improving quality of new hires and efficiency of hiring process OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces, announced today it has been selected by…

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Solution will support growth at Northwest Arizona’s largest healthcare provider by improving quality of new hires and efficiency of hiring process

OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces, announced today it has been selected by Kingman Regional Medical Center (KRMC), the largest healthcare provider in northwest Arizona, to assist the organization in building a world-class workforce to support its continued expansion and growth.

OutMatch will provide automated reference checking for KRMC, a 235-bed multi-campus healthcare system with more than 1,900 employees. The automated reference checking solution drives greater efficiency, consistency, and transparency in the hiring process. It eliminates the need for phone or email-based reference checks, saving valuable recruiter hours while boosting completion rates from 30 percent to more than 80 percent. It also imbeds behavioral science to deliver analytics that predict candidate success on the job, ensuring the absolute best fit for each position.

“We are excited to work with OutMatch to reinforce our commitment to hiring outstanding employees who are aligned with our mission of providing exceptional and compassionate health care,” said Rob Rennells, Recruiting Supervisor, Kingman Regional Medical Center. “We expect automated reference checking to be a valuable tool in making our hiring process more efficient, streamlining costs, and helping us hire and retain talented and engaged employees.”

As an added benefit, OutMatch’s automated reference checking also serves as a sourcing tool by giving references the opportunity to opt in as potential candidates. This feature adds both active and passive candidates to the talent pipeline, and gives each a “hire readiness” score based on their current career status and desire to pursue another opportunity.

“We are delighted to be chosen by Kingman Regional Medical Center to enable hiring, retention, and development of great talent in the very competitive healthcare industry,” said Greg Moran, President and CEO of OutMatch. “In saving organizations time and money while they hire premier employees, automated reference checking is helping to transform the world of work.”

OutMatch provides the measurement, insight, and impact companies need to make better hires and develop great employees. It does that by delivering scientifically proven candidate assessments that create an unrivaled data set, used to process more than 20 million candidates annually for job opportunities at over 200,000 locations. Working with large, decentralized organizations with high-volume hiring needs in the hospitality, restaurant, retail, healthcare, and property management industries, OutMatch clients include recognized names such as American Airlines, Adidas, Brinker International, CarMax, HCA Healthcare, and Hyatt.

About OutMatch
OutMatch is transforming the world of work by helping companies hire, retain, and develop great talent. We deliver actionable workforce analytics that predict employee success on the job and measure fit with a company’s unique CultureDNA™, so companies hire the right people—the absolute best match—and develop them into premier employees who drive improved customer satisfaction and increased revenue. For more information, visit http://www.outmatch.com or @OutMatchHCM.

About Kingman Regional Medical Center
Kingman Regional Medical Center (KRMC) is the largest healthcare provider in northwest Arizona and the only remaining non-profit hospital in Mohave County, Arizona. As a 235-bed multi-campus healthcare system, our center includes more than 1,900 employees, 280 physicians/allied health professionals, and 250 volunteers who care for the health needs of our community. For more information, visit http://www.azkrmc.com.

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OutMatch Rises in Ranking of Top HCM Software Vendors by Apps Run the World http://outmatch.com/outmatch-rises-ranking-top-hcm-software-vendors-apps-run-world/ Wed, 03 Jan 2018 19:26:21 +0000 http://outmatch.com/?p=19851 Company rated among top 10 percent worldwide in delivering solutions for Core HR, Talent Acquisition, and Workforce Management OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces, is ranked among the premier HCM software vendors worldwide, according…

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Company rated among top 10 percent worldwide in delivering solutions for Core HR, Talent Acquisition, and Workforce Management

OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces, is ranked among the premier HCM software vendors worldwide, according to the HCM Top 500 Market Report released by Apps Run the World.

A leading technology market-research company devoted to the applications space, Apps Run the World ranks and analyzes the world’s 500 largest HCM software vendors by their annual revenues across 21 verticals and 22 segments in three primary groups: Core HR, Talent Acquisition, and Workforce Management.

OutMatch was rated in the top 10 percent among more than 3,000 enterprise applications vendors studied by Apps Run the World. That marked a sharp rise from the previous year, in which OutMatch was rated near the top third of vendors.

“This ranking reflects our ability to provide predictive and actionable workforce analytics that enable companies to transform the world of work,” said Greg Moran, President and CEO of OutMatch. “As we continue to develop new products, deliver innovative solutions, and expand our customer base, we are excited to see further growth on the horizon.”

Driven by a robust platform that generates analytics through scientifically proven candidate assessments, OutMatch processes 20 million assessments annually at over 200,000 locations, yielding a data set that is unparalleled in the industry. Combined with its recent acquisition of Pomello, an analytics solution provider that helps companies understand and hire based on their unique CultureDNA™, OutMatch can not only predict candidate success on the job, but also measure fit with a company’s culture – expanding its ability to assist companies in hiring and developing the right employees for the right positions.

OutMatch assists large, decentralized organizations with high-volume hiring needs in making better hires and developing great employees, working with clients in the hospitality, restaurant, retail, healthcare, and property management industries that include recognized names: American Airlines, Adidas, Brinker International, CarMax, HCA Healthcare, and Hyatt, among others.

Designed to provide software buyers, vendors, and investors with an indispensable research tool, the HCM Top 500 Market Report puts the dynamics of the HCM software market into sharper focus. Updated annually, the rankings are based on 2011-2016 HCM software revenues of enterprise applications vendors in the proprietary database established by Apps Run the World. For more information, visit https://www.appsruntheworld.com/hcm-top-500-software-vendors/.

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About OutMatch
OutMatch is transforming the world of work by helping companies hire, retain, and develop great talent. We deliver actionable workforce analytics that predict employee success on the job and measure fit with a company’s unique CultureDNA™, so companies hire the right people—the absolute best match—and develop them into premier employees who drive improved customer satisfaction and increased revenue. For more information, visit http://www.outmatch.com or @OutMatchHCM.

prweb.com

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Leading Provider of Dental Care Services in the U.S. http://outmatch.com/leading-provider-dental-care-services-u-s/ Wed, 03 Jan 2018 18:56:46 +0000 http://outmatch.com/?p=19842 Background: With over 280 practices and 2,500 employees across ten states, this network of dental care providers is one of the largest in the U.S. Their mission is to provide the highest quality dental care services, making a healthy smile affordable and…

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Background: With over 280 practices and 2,500 employees across ten states, this network of dental care providers is one of the largest in the U.S. Their mission is to provide the highest quality dental care services, making a healthy smile affordable and convenient to patients in communities nationwide.

Problem: The company had two main concerns: (1) patient satisfaction, and (2) turnover, specifically among doctors. Without a pre-hire assessment in place, they had no way of evaluating job fit or culture fit of new doctors hired into the practice. To reduce turnover at this level, which costs about one-year’s salary per turn and greatly disrupts the continuity of patient care, they needed a solution to identify strong-fit candidates in the selection process.

Solution: Having never used an assessment process before, the VP of Human Resources and Director of Recruiting were skeptical at first, but after seeing the value and ROI that our assessments can provide, they decided to move forward. They chose OutMatch because we assess personality and situational judgement, and then “roll up” those results into a single score that represents a candidate’s overall job fit. They will begin using the assessment in their selection process for doctors, with the goal to expand company-wide in the future.

 

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National Real Estate Investment Company http://outmatch.com/national-real-estate-investment-company/ Sun, 31 Dec 2017 04:08:18 +0000 http://outmatch.com/?p=19833 Background: This company owns, develops, manages, and acquires commercial and residential real estate in major markets across the U.S., including New York City, Washington, D.C., Dallas, Denver, and San Francisco. Problem: With over 2,000 employees at properties nationwide, the company was looking to gain a competitive…

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Background: This company owns, develops, manages, and acquires commercial and residential real estate in major markets across the U.S., including New York City, Washington, D.C., Dallas, Denver, and San Francisco.

Problem: With over 2,000 employees at properties nationwide, the company was looking to gain a competitive edge in hiring and talent management. They were using technical, skills-based assessments for hiring, but were ready to shift their focus to behavioral fit. They needed an assessment that could incorporate their core competencies, and also support employees through development and career growth.

Solution: The company chose OutMatch for three key reasons: (1) our technology integrates seamlessly with iCIMS, the company’s applicant tracking system, (2) we offer competency mapping to align the assessment with the company’s core competencies, and (3) our assessments can be used beyond hiring to track development progress, identify promotion opportunities, and more. The company will use OutMatch assessments for leasing consultants, property managers, and maintenance staff, with plans to expand to more roles in the near future.

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2018 HR Trends to Watch http://outmatch.com/2018-hr-trends-watch/ Thu, 21 Dec 2017 21:59:12 +0000 http://outmatch.com/?p=19822 Organizational Culture. HR Analytics. Systems Integration. They’re more than hot topics, these are the trends that will be top-of-mind for HR leaders in the coming year. From talent acquisition to performance management and learning and development, these trends will set…

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Organizational Culture. HR Analytics. Systems Integration. They’re more than hot topics, these are the trends that will be top-of-mind for HR leaders in the coming year. From talent acquisition to performance management and learning and development, these trends will set the tone for your talent strategy, and drive critical initiatives to keep your business on the cutting edge.

Here are the top HR trends we’ll see in 2018:

  • Make people analytics actionable
  • Unify your culture across decentralized or remote workforces
  • Transform managers into HR ambassadors
  • Unite pre-hire assessments with post-hire outcomes
  • Integrate, integrate, integrate

For more insight on each trend, download our full set of predictions for 2018:

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Grinches and Whos: How HR Practices Impact Organizational Culture http://outmatch.com/grinches-and-whos-how-hr-practices-workplace-culture-corporate-goals-relate/ http://outmatch.com/grinches-and-whos-how-hr-practices-workplace-culture-corporate-goals-relate/#comments_reply Mon, 18 Dec 2017 14:00:50 +0000 http://www-2.chequed.com/?p=4205 As an HR leader, you’re not out there on the front lines boosting morale or infusing company culture into the workplace. Not directly, at least. But you play a huge role in shaping a harmonious (or hostile) workforce. Here’s an…

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As an HR leader, you’re not out there on the front lines boosting morale or infusing company culture into the workplace. Not directly, at least. But you play a huge role in shaping a harmonious (or hostile) workforce.

Here’s an example: Let’s say Suess & Co. has a reputation for poor customer service. They’re known for hiring Grinches. Now, unless that’s an intentional hiring strategy, these Grinches will sully the Suess & Co. name, and create negative associations with everything the company sells.

Every Who down in Whoville liked Christmas a lot…
But the Grinch, who lived just north of Whoville, did NOT!

Grinches aren’t good for business, especially during the holiday season. And while Suess & Co. may claim they’re a Who-company, and profess Who-values, this vision won’t match reality until they change their Culture DNA.

So how does Suess & Co. shift their customer service from folly to jolly? It’s starts at the top. Suess & Co. executives will set a goal for improving customer satisfaction, then it’s HR’s job to put that goal into action. Performance evaluations and benchmarking reveal a few Whos at Suess & Co. that generate exceptional customer service reviews. A job analysis then identifies the job-specific traits and competencies unique to these top-performing Whos.

Knowing what makes a Who successful at Suess & Co. empowers HR to build a Who hiring profile and bolster Who culture across the workforce. By screening out Grinches and hiring more Whos, Suess & Co. will see a positive shift in culture that has a direct impact on customer service ratings and net promoter scores—just in time for the holidays!

Interested in hiring fewer Grinches and more top-performing Whos? Whether you’re undergoing a culture shift, or you’re looking to more closely align your recruitment and hiring efforts to your existing culture, we can help.

See how we’ve helped American Airlines create a hospitality culture, or schedule your demo today.

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Fast-Growing, New York Based RPO http://outmatch.com/new-york-based-rpo/ Thu, 14 Dec 2017 22:39:28 +0000 http://outmatch.com/?p=19784 Background: This company provides recruiting consulting services and strategic solutions to companies of all kinds. They design and manage the recruitment process for clients, helping to support their growth objectives and reduce their current hiring spend. Problem: As an RPO in a…

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Background: This company provides recruiting consulting services and strategic solutions to companies of all kinds. They design and manage the recruitment process for clients, helping to support their growth objectives and reduce their current hiring spend.

Problem: As an RPO in a highly competitive market, the company needed to speed up the recruitment process in order to move quickly on top-quality candidates and place them with client companies as fast as possible.

Solution: The company found that automated reference checking from OutMatch would enable huge gains in hiring efficiency by replacing their phone-based reference checking process with sleek and modern solution. By decreasing time to hire, automated reference checking will help this RPO do what it does best: deliver best-in-class talent through cutting edge recruitment practices.

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World Renowned Restaurant Brand http://outmatch.com/world-renowned-restaurant-brand/ Thu, 14 Dec 2017 20:49:25 +0000 http://outmatch.com/?p=19777 Background: This world renowned brand can be found in 74 countries, with venues including 175 restaurants, 24 hotels, and 11 casinos. The company owns, operates, and franchises locations in iconic cities such as London, New York, San Francisco, Sydney, and Dubai, and…

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Background: This world renowned brand can be found in 74 countries, with venues including 175 restaurants, 24 hotels, and 11 casinos. The company owns, operates, and franchises locations in iconic cities such as London, New York, San Francisco, Sydney, and Dubai, and they plan to continue expanding into new markets.

Problem: With a small recruiting team for all corporate restaurant hires in the U.S., the company needed a way to reduce time to hire and drive quality across their restaurant management population.

Solution: The company realized they could gain efficiency and greatly improve time to hire by automating the reference checking process. In evaluating the OutMatch reference checking solution, they saw value in our competency-based questions that are tailored specifically to the job, which will help them vet the very best talent for their restaurant management positions across the U.S.

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