OutMatch https://outmatch.com Hiring, Keeping, and Developing Great Employees Fri, 17 Aug 2018 15:22:19 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.8 Managing High Potential Employees: 9 Derailers to Watch For https://outmatch.com/managing-high-potential-employees/ Tue, 07 Aug 2018 16:26:36 +0000 https://outmatch.com/?p=21834 High-potential employees are your company’s future, and in today’s tight labor market, you can’t afford to lose a single one of them. But here’s the challenge: High potential employees are more likely to leave than average employees. In fact, high…

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High-potential employees are your company’s future, and in today’s tight labor market, you can’t afford to lose a single one of them. But here’s the challenge: High potential employees are more likely to leave than average employees. In fact, high potentials typically only stay with a company for about two years.

If you can improve your ability to retain and manage high potentials, you’ll benefit from solid business growth and strong performance in the market. If you can’t, then all your energy (and dollars) will be spent replacing good employees.

Being a high potential employee doesn’t mean there’s an easy road ahead.

These employees haven’t proven themselves yet—hence, why they’re called “high potential”—and they will face many challenges as they grow in their careers.

To better manage your high potential employees and help accelerate their development, watch for these potential derailers:

1. Appears stressed, overworked, or beginning to burnout.

2. Resisting change. If the person has been successful a certain way, change may look like a platform for failure.

3. Blaming others for their mistakes or failures. They don’t want to look bad because they know other people’s expectations of them are high.

4. Taking on all the work themselves because that’s what’s made them successful so far. They’re used to being independent and taking the initiative.

5. Lacks trust in his or her team. They’ve been recognized for their work and dedication, and they don’t want to let that go.

6. Spends most of their time completing tasks versus thinking strategically about ways to improve the business.

7. Lacks important knowledge about other functional areas and/or the long-term goals of the organization.

8. Doesn’t seek out opportunities to connect with others, or is unable to effectively engage and influence their superiors.

9. Lacks visibility across the organization.

The people closest to your high potentials—and most likely to spot these derailers—are your organization’s managers. How confident are they that they can mitigate these derailing behaviors? According to a recent poll, only 6 % said “extremely confident.”

Managers have a huge influence on the career trajectory of your high potential employees. For insight on how to equip them to be better coaches, as well as strategies for retaining high potential employees, watch out webinar on-demand: How to Get the Most Out of Your High Potentials

 

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Culture Fit Versus Culture Add? https://outmatch.com/culture-fit/ Wed, 01 Aug 2018 13:06:59 +0000 https://outmatch.com/?p=21709 Organizational culture is more than a popular talking point. According to a 2018 People Management Report, 84% of employers say that organizational culture is critical to the success of their business. This widely-held belief has sparked countless conversations about organizational culture—including…

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Organizational culture is more than a popular talking point. According to a 2018 People Management Report, 84% of employers say that organizational culture is critical to the success of their business. This widely-held belief has sparked countless conversations about organizational culture—including how to define culture, how to measure culture, how to manage culture change, and how to hire for culture fit.

The topic of hiring for culture fit came up in a recent webinar on How to Reinforce Your Culture with a Strong Onboarding Process. I/O expert Chelsea Petrie had an excellent response when asked by an audience member:

Culture fit versus culture add: What are your thoughts on hiring people who fit your culture, versus hiring people who will add to your culture?

This debate that has gotten a lot of attention recently. Culture add has been defined as someone who shares the same values, but can bring something new to the team, while culture fit is often seen as “someone who looks like us and thinks like us.” The underlying concern is that hiring for culture fit will lead to group think, and inadvertently discourage creativity and individuality among employees. This is also a concern in terms of diversity and inclusion in the workforce.

culture fit

Here’s how Chelsea explained culture fit versus culture add:

“When we talk about culture fit, we’re talking about the values that are prioritized the most within an organization…

For example, if you have a highly collaborative, team-oriented work environment, but you’re hiring individuals who don’t prioritize that value, you’re going to have a jangley culture, and it’s going to cause behavioral issues. You might start to see performance lacking, engagement lacking, and turnover occurring.”

 

Chelsea continued by saying, “In the hiring process, I would definitive encourage that employers seek out a strong culture fit, and then look for the culture add piece in any role-specific knowledge, experience, or education that someone would bring to the table. Anything that’s above-and-beyond is fantastic!”

For more insight on maintaining a cohesive culture, along with best practices for effectively onboarding new hires into your culture, check out Chelsea’s full webinar on-demand: How to Reinforce Your Culture with a Strong Onboarding Process

 

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OutMatch to Deliver Real-Time Culture Analytics to Fuel Record Growth at Ryan https://outmatch.com/outmatch-to-deliver-real-time-culture-analytics-to-fuel-record-growth-at-ryan/ Tue, 31 Jul 2018 13:03:15 +0000 https://outmatch.com/?p=21737 Global leader in tax services will use culture, engagement, and recruitment tools to maintain competitive advantage and manage company growth at scale Dallas, TX – OutMatch,the leader in predictive talent and culture analytics, has been selected by Ryan, a global…

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Global leader in tax services will use culture, engagement, and recruitment tools to maintain competitive advantage and manage company growth at scale

Dallas, TX – OutMatch,the leader in predictive talent and culture analytics, has been selected by Ryan, a global tax services and software provider, and the largest firm in the world dedicated exclusively to business taxes, to provide ongoing measurement of the company’s culture to maintain competitive advantage as it pursues record business growth.

As one of FORTUNE’s100 Best Companies to Work For, Ryan is known for its award-winning culture and innovative myRyanwork environment, which empowers employees to achieve the highest levels of success and productivity.This culture drives Ryan’s mission of “liberating clients from the burden of being overtaxed, freeing their capital to invest, grow, and thrive,” and has earned Ryan more than 320 awards, including the International Service Excellence Award from the Customer Service Institute of America (CSIA).

Ryan will use OutMatch culture analytics—which leverages OutMatch’s recent acquisition of Pomello—to  measure organizational culture and employee engagement, as well as the culture fit of new hires to ensure alignment and continued success in the market. OutMatch’s Pomello culture analytics will provide deep insight into the unique CultureDNA™ at Ryan and directly support the company’s plan to double in size over the next four years.

“Culture has always been an important part of the conversation at Ryan,” says Chief People Officer Tony Bridwell. “The Firm has always had a strong culture, and that’s been key to achieving its competitive advantage. Now Ryan is focused on harnessing that advantage to drive its next phase of growth, and OutMatch will provide an essential piece of the puzzle—the ability for Ryan to measure and monitor its culture in real-time.”

“Ryan has truly built a culture of excellence, and OutMatch is proud to support the company as it takes that culture into the future,” says Greg Moran, President and CEO of OutMatch. “By making culture a key part of its growth strategy, Ryan will be able to expand across the globe without losing the core things that make the company great. That’s the OutMatch Impact.”

Through actionable culture analytics, OutMatch will play an important role in helping Ryan hire, develop, and keep the best talent, while ensuring optimal alignment with the company’s award-winning culture and values. By actively monitoring culture, Ryan will be well positioned to scale its culture at pace with the company’s growth targets.

With global headquarters in Dallas, Texas, Ryan provides an integrated suite of federal, state, local, and international tax services on a multi-jurisdictional basis, including tax recovery, consulting, advocacy, compliance, and technology services. Ryan is a six-time recipient of the International Service Excellence Award from the Customer Service Institute of America (CSIA) for its commitment to world-class client service. Empowered by the dynamic myRyan work environment, which is widely recognized as the most innovative in the tax services industry, Ryan’s multi-disciplinary team of more than 2,200 professionals and associates serves over 14,000 clients in more than 50 countries, including many of the world’s most prominent Global 5000 companies. More information about Ryan can be found at ryan.com.“Ryan” and “Firm” refer to the global organizational network and may refer to one or more of the member firms of Ryan International, each of which is a separate legal entity.

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OutMatch, Transforming the World of Work

OutMatch empowers companies to make the best possible decisions about their people, from hiring and development to leadership and culture. Our predictive talent and culture analytics provide employers with a competitive edge through a deep understanding of their candidates, their CultureDNA™, and the underlying behaviors that drive success. The result is outstanding employee performance, which transforms average workforces into high-growth, high-performance companies. That’s what makes OutMatch the partner of choice for global industry leaders, including American Airlines, 7-Eleven, Brinker International, HCA Healthcare, and many others.

Contact
Jason Ferrara
Chief Marketing and Strategy Officer, OutMatch
(972) 764-0077 | jferrara@outmatch.com

 

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OutMatch Announces Full GDPR Compliance of Talent Analytics Platform https://outmatch.com/outmatch-announces-full-gdpr-compliance-of-talent-analytics-platform/ Tue, 24 Jul 2018 19:02:14 +0000 https://outmatch.com/?p=21697 Privacy Shield Certification and a Commitment to Data Security Provide Peace of Mind for Employers using Data to Hire and Develop Top Talent OutMatch (https://outmatch.com), the leader in predictive talent and culture analytics, has announced full compliance of the OutMatch…

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Privacy Shield Certification and a Commitment to Data Security Provide Peace of Mind for Employers using Data to Hire and Develop Top Talent

OutMatch (https://outmatch.com), the leader in predictive talent and culture analytics, has announced full compliance of the OutMatch Talent Analytics Platform with new European Union requirements set forth by the General Data Protection Regulation (GDPR). With GDPR compliance, OutMatch ensures that its collection of data and privacy practices satisfy current personal data privacy guidelines in Europe, and other regions around the world.

As a SaaS leader, OutMatch delivers predictive data and analytics to help employers improve the quality and impact of their workforce. OutMatch’s Privacy Shield Certification, as well privacy-by-design principals built into its Talent Analytics Platform, help ensure that customers’ talent selection, employee development, and performance measurement processes are in compliance with GDPR, thus avoiding hefty penalties.

“Data security regulations are impacting our customers in a big way. We’ve made it a priority to provide them peace of mind so they can continue experiencing the OutMatch Impact to hire and retain the very best talent,” says OutMatch President and CEO Greg Moran. “We embrace the global shift toward stronger data protection, as evidenced by GDPR, and commit to upholding the highest standards of data privacy and security.”

OutMatch administers nearly 20 million employment assessments annually on behalf of organizations around the world. In preparing for GDPR, OutMatch put processes in place to help clients meet core GDPR requirements, which include

  • Obtaining a legal basis for collecting and processing personal data
  • Handling rights management requests, such as the right to access, rectify, and be forgotten
  • Completing compliance reporting for GDPR audits

OutMatch also upholds industry best-practice data security and encryption across all data processing activities, and ensures that the use of personal data is limited to purposes for which it was collected. Such commitments to data privacy and security give employers full confidence in using the OutMatch Talent Analytics Platform to make the best possible decisions about their people, their culture, and the success of their business.

OutMatch, Transforming the World of Work

OutMatch empowers companies to make the best possible decisions about their people, from hiring and development to leadership and culture. Our predictive talent and culture analytics provide employers with a competitive edge through a deep understanding of their candidates, their CultureDNA™, and the underlying behaviors that drive success. The result is outstanding employee performance, which transforms average workforces into high-growth, high-performance companies. That’s what makes OutMatch the partner of choice for global industry leaders, including American Airlines, 7-Eleven, Brinker International, HCA Healthcare, and many others.

Prweb.com

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Leadership Development Programs https://outmatch.com/leadership-development-programs/ Tue, 24 Jul 2018 11:53:39 +0000 https://outmatch.com/?p=21615 Strategies for Smarter Investments: Leadership Development Programs U.S. companies spend nearly $14 billion annually in leadership development. However, only 6% of leaders say they’re confident that their leadership pipeline is “very ready.” Why are leadership development programs not producing well-equipped…

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Strategies for Smarter Investments: Leadership Development Programs

U.S. companies spend nearly $14 billion annually in leadership development. However, only 6% of leaders say they’re confident that their leadership pipeline is “very ready.”

Why are leadership development programs not producing well-equipped leaders? This was the topic of a recent webinar featuring Martin Lanik, author of the business bestseller, The Leader Habit, and Sarah Glass, I/O and leadership development expert. After the presentation, Martin and Sarah answered audience questions on leadership development strategies, leveraging data for leadership development, and more. Learn more with Martin Lanik and Sarah Glass’ Q&A.

 

1. What’s your recommendation on where to target leadership development? In the high potential population, or across all leaders?

Martin: I recommend thinking of leadership development as a funnel. First, you want to assess everybody to get a basic understanding of what you’re working with, and establish a baseline. From there, you start prioritizing. Maybe there are some business needs that are more critical than others, and based on that, you identify in which areas (and in which people) you invest the most money.

For example, you can use a leadership assessment across your leadership population, then use a leadership simulation to on a select group, and reserve your high-touch development strategies, such as executive coaching, for those employees who are most ready to take on critical leadership positions in your organization. The diagnostic piece is really key here. Without any assessment or analytics, you’re going in blind.

2. In leadership development programs, what data is typically shared with the organization versus the individual?

Sarah: Most of the organizations that we work with are leaning toward transparency. The idea is to share as much data as possible with the individual so that that person has an opportunity to understand their own baseline. Data that you share can help generate self-awareness, which is such a critical factor in a person’s development journey. There has to motivation and intent behind development, and the realization that it’s going to lead to a better result. Otherwise, you’re not going to see significant change.

This doesn’t necessarily apply to something like a benchstrength analysis, or anything with data in the aggregate that you’re using to make organizational decisions, but having data that’s visible at the individual level is definitely important.

3. How much additional data do you get from a leadership simulation?

Martin: The benefit of doing a simulation, compared to other types of assessments, is that you see the person in action. Rather than predicting, you’re actually witnessing their behavior. This is especially important when you think about a person’s readiness to move into a next-level position. The simulation allows you to place an engineer or a sales person, for example, into a management position—in a safe environment—and see how they tackle leadership challenges. This is as close as you can get to crystal ball—seeing how successful someone can be and how ready they are.


To learn more about leadership development programs, and your organization’s role in helping leaders form positive leadership habits, watch Martin and Sarah’s webinar on-demand: Transforming Leadership Development From a Program to a Daily Practice

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Company Culture: How to Make It Your Competitive Advantage https://outmatch.com/company-culture-how-to-make-it-your-competitive-advantage/ Mon, 16 Jul 2018 14:08:30 +0000 https://outmatch.com/?p=21578 Company Culture Q&A with Catherine Spence In today’s highly competitive business landscape, 84% of companies believe that company culture is critical to the success of their business.* Catherine Spence, co-founder and head of product at Pomello, would agree. Pomello, an OutMatch…

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Company Culture Q&A with Catherine Spence

In today’s highly competitive business landscape, 84% of companies believe that company culture is critical to the success of their business.*

Catherine Spence, co-founder and head of product at Pomello, would agree. Pomello, an OutMatch company, is a culture analytics provider that helps companies understand and hire based on their unique CultureDNA™. In a recent webinar, Catherine answered audience questions on the importance of demonstrating cultural values, managing culture in a decentralized business, and hiring for culture fit.

1. What’s the impact on company culture when espoused values don’t align with demonstrated values?

Espoused values are things that might appear on the wall or in your annual report, but if they’re not lived or demonstrated, especially at the leadership level, it can be very damaging. It lowers employee engagement and creates confusion. You’ll see a breakdown in cultural alignment because employees are getting mixed messages about what’s important and what the culture really is. Living your values is critical, and you cannot pursue a culture initiative without having the buy-in of leaders. It also has to be aligned in the messaging and daily activities of your organization.

2. How do you manage company culture in a consulting business, where most employees work at client sites?

What’s interesting to note here is that company culture over distance still exists. The leaders that you have are still there. What you don’t have are leaders showing you on a daily basis how to live the culture. So, be proactive and thoughtful in your communication. For example, make sure that consulting wins are contextualized in values that you’re cultivating. Some companies that have been fully remote for almost their entire existence have some of the strongest organizational cultures because they pay so much attention to it.

3. What are some questions you can ask during an interview to get insight into a candidate’s values or culture mindset?

We recommend asking open-ended behavioral questions, particularly in the context of organizational culture. For example, if your company is highly focused on customer orientation, ask a candidate to give you an example of a time when he/she listened to a customer and it changed their behavior or response, and what did that feel like? What was their reaction? You can dig deeper and see if being customer focused is something that the candidate naturally geared to do.


To learn more about the five key questions that will uncover your company’s unique CultureDNA™, how to use your CultureDNA™ to maximize employee engagement, and how to connect engagement analytics to performance metrics, check out Catherine’s webinar on-demand: CultureDNA™: How to Measure, Endorse, and Turn it into Your Competitive Advantage.

*People Management 2018 Industry Report

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Onboarding Best Practices: Making Your Company Culture “Stick” https://outmatch.com/onboarding-best-practices-making-your-company-culture-stick/ Fri, 13 Jul 2018 15:15:31 +0000 https://outmatch.com/?p=21598 Onboarding Best Practices with Chelsea Petrie When asked how well their talent acquisition processes reflect their company culture, only only 1 in 4 employers answered “very well.” That when I/O expert Chelsea Petrie, Talent Strategy Partner at OutMatch, shared her…

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Onboarding Best Practices with Chelsea Petrie

When asked how well their talent acquisition processes reflect their company culture, only only 1 in 4 employers answered “very well.”

That when I/O expert Chelsea Petrie, Talent Strategy Partner at OutMatch, shared her insight on how to improve employee retention, reduce ramp-up time, and increase engagement—all through a strong, culture-focused onboarding program. In the Q and A following her presentation, Chelsea answered audience questions about training, onboarding best practices, and cultural disconnects.

1. What types of metrics do companies use to monitor onboarding success?

There are three important ones:

Ramp-up time: When you identify certain milestones that an employee should hit in order to be effective in their job, you can track whether are or not they are on target. That’s a really key indicator.

Turnover: If you’re seeing a significantly higher turnover of new hires in the first 90 days, there’s likely a problem with your onboarding process.

Employee feedback: Use a survey tool or ask for direct feedback from your new hires. They can give you great insight into what’s working and what’s not.

2. What’s the difference between new hire training and onboarding?

Training does take up a significant portion of the onboarding process, because you have to include job-specific training to ensure that new employees get up to speed quickly. But, training and onboarding aren’t the same thing. Training is tactical, where you’re teaching employees to understand their roles and responsibilities. Onboarding is about the overall experience of being welcomed into an organization, connecting with the company’s culture and purpose, and building those initial bonds with the people they’re going to be working with. Think about how you want new employees to feel during the onboarding process, and create an experience that reflects that.

3. Are there ways to identify cultural disconnects or detractors during the onboarding experience?

The best thing you can do is ensure that a candidate is a good fit before the onboarding process begins. You do this by communicating your company culture throughout the hiring process, and making sure the candidate is fully bought in. But realistically, you’re going to have some individuals slip through the cracks. Culture is made tangible through behaviors, so looking at a new hire’s behavior is an indicator of how well they embody the values of your organization. For example, if your organization values collaboration, but new hires aren’t following through on tasks to meet with others, or they’re not taking initiative to build relationships, you’ll know there’s a red flag.


To learn more about onboarding best practices, and the payoff of a strong onboarding process, watch Chelsea’s webinar on-demand: How to Reinforce Your Culture with a Strong Onboarding Process

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Improve recruiting results by mining the data you already have https://outmatch.com/improve-recruiting-results-by-mining-the-data-you-already-have/ Fri, 22 Jun 2018 14:54:58 +0000 https://outmatch.com/?p=21533 With a tight applicant market, it may be tempting to take swift, drastic measures. But it can be worthwhile to take a step back, and consider some key metrics before taking action. Mining available data to determine applicant conversion rates…

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With a tight applicant market, it may be tempting to take swift, drastic measures. But it can be worthwhile to take a step back, and consider some key metrics before taking action. Mining available data to determine applicant conversion rates can show where in your recruitment pipeline you’re hitting a snag and where your time and money can be most effective.

Measurements can come from various stages of the process, and each can offer information about effectiveness and efficiency (and no, they’re not the same). An effective means of sourcing that reduces time-to-hire may appear more fruitful, but what costs are you incurring in the interim? If those hires have a high turnover rate, what have you gained? The key is to find effective and efficient methods — and you’re likely sitting on the data that reveals all.

Numbers to know

In addition to standard time-to-hire and time-to-fill numbers, metrics to examine among applicants can include: web visitors who apply for jobs; applications received per opening; applicants called; applicants who pass a phone screen; applicants scheduled for an interview; interviews per offer; and offer-to-acceptance rate.

And when evaluating external sources, it’s important to measure all of those metrics for each source used. Internally, it can be valuable to track employees notified of openings; referrals received per opening; referral to call ratio, as well as the above numbers.

While it may seem like a lot of data to cull, the information can be very revealing. Verifying that the sources you use are providing a good return is critical. After all, few HR professionals have time or resources to waste.

How do you stack up?

Once you have your data, you’ve got a baseline. From there you can create goals and identify steps for improvement. But it also can be worthwhile to see how you rate against the competition, as long as you keep in mind that location, industry and other factors affect results.

A recent report from Glassdoor looked at global trends with respect to time-to-hire. On average, the interview process for 2017 was 23.7 days, up slightly from 2016’s 22.5 days. The jobs with the longest processes extended up to two months (professors); the shortest hires were in retail and restaurant at about eight days each.

From Jobvite, more details emerge: its 2018 Recruiting Benchmark Reportlooks at steps in the process. The report put the average time-to-hire at 38 days with 36 applicants per job. About 12% of applicants receive an interview, with 28% of those receiving offers.

But, remember that “[t]here isn’t a standard talent Acquisition-wide metric,” Stephen Rees, managing director of client delivery for ManpowerGroup Solutions, said; “they vary by industry and skillset.”

“Metrics worth examining include new hire performance (speed to deliver on expected performance levels), employee attrition/retention, in addition to career path and development,” he told HR Dive via email. “We aim for year-over-year cost savings acquiring talent, quality of hire and retention.”

Best practices

In this challenging market, metrics depend a lot on what you’re looking to achieve, Greg Moran, CEO of OutMatch, told HR Dive. “The hourly market is really constrained right now, which is presenting a challenge for conversion rates.” A big mistake he said he sees is companies looking to overcorrect by eliminating critical steps in the screening process to speed time-to-hire; this can result in higher turnover, or selecting candidates unsuited for the position.

The challenge, Moran said, “is getting time to hire down without sacrificing selection.” Examining your practices to find where you’re bogged down can help and eliminating those snags can improve candidate experience.

Peter Bonjuklian, vice president, delivery of Starpoint Solutions, a Yoh Company, said that for every three candidates submitted, he expects one interview; for every three interviews, one placement. But recruiter style plays a role, he told HR in an email: “I have people that are submission machines as well as those that are very selective about who they submit. Both can be successful and both fall outside of these general guidelines. Think of a bell curve. There are people at both ends, but the bulk are in the middle, and that is where the three-to-one ratios are most applicable.”

When working with a recruiter, metrics play a role, but quality may be more important. “My suggestion,” Bonjuklian said, “is for clients to work more closely with a select set of staffing partners and put the emphasis on the right fit over speed of submission.” Feedback is critical to a good working relationship with your recruiting partners, as well. Timely, substantive feedback results in successful long-term engagement.

Recruiters are known for having data on time-to-hire, source-of-hire, cost-of-hire and conversion rates, said Rees. “While these data points are helpful, what recruiters should be seeking are insights into a candidate’s potential success during the selection process. Since today’s ATS and CRM technologies can provide these metrics, recruiters need to make the most of the technology that’s available to them, allowing more time for the identification, evaluation and selection of top talent for their clients.”

Regardless of how you cull your data, the key is carefully considering the information it reveals and creating a deliberate strategy that will not only boost your metrics but also improve your candidate experience.

HRDrive.com

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OutMatch Launches Certified Reseller Network https://outmatch.com/outmatch-launches-certified-reseller-network/ Thu, 14 Jun 2018 11:49:19 +0000 https://outmatch.com/?p=21520 Delivers predictive analytics for hiring and talent development to mid-size companies, offers turnkey program to drive new revenue stream for partner firms Dallas, TX –OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces,today announced the launch of its…

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Delivers predictive analytics for hiring and talent development to mid-size companies, offers turnkey program to drive new revenue stream for partner firms

Dallas, TX –OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces,today announced the launch of its Certified Reseller Network, which enables the company to deliver data-driven talent solutions to mid-market companies, while giving partner firms a turnkey program to enhance their business and grow revenue.

OutMatch analytics are already enabling some of the world’s largest employers – including American Airlines, Brinker International, and HCA Healthcare, among others – to hire the right people, reduce employee turnover, strengthen company culture, and increase business performance.Through the Certified Reseller Network, OutMatch provides talent selection and development solutions – from assessments to culture analytics to reference checking – to deliver the same advantages to mid-size companies.

Meanwhile, partners benefit by becoming an OutMatch Certified Reseller. They gain access to an innovative talent management platform that enables them to take on larger projects and generate a recurring revenue stream, reinforced by customizable sales and marketing tools and ongoing training and support.

“We are excited to launch our Certified Reseller Network, and to continue to deliver innovation that is transforming the world of work,” said Greg Moran, President and CEO of OutMatch. “We’re especially pleased to extend the OutMatch Impact on two levels: giving mid-size companies access to predictive workforce analytics, and resellers the opportunity to grow their bottom line.”

The OutMatch Talent Analytics Platform, developed and validated over 30 years in the industry, is proven to deliver cost savings and high-impact business results. Companies are using it to measure, select, and develop great talent, withnearly 20 million scientifically proven candidate assessments processed annually for job opportunities at over 200,000 locations.

OutMatch is seeking new partners to participate in its Certified Reseller Network. The most successful certified resellers possess:

  • An established business network of high-level executives
  • An existing HR consultancy or similar practice (Executive Search, Training, Recruiting)
  • Proven success in sales/sales management (i.e. B2B software or SaaS-based businesses)
  • In-depth knowledge of talent selection, development, or organizational development
  • A desire to help business leaders transform their companies by selecting, developing, and leading great people

For more information on becoming an OutMatch Certified Reseller, visit https://outmatch.com/join-the-outmatch-certified-reseller-network/, or contact us at reseller@outmatch.com.

OutMatch works withcompanies in the hospitality, restaurant, retail, healthcare, and property management industries, providing the measurement, insight, and impactthey need to make better hires and develop great employees.

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OutMatch, Transforming the World of Work

OutMatch empowers companies to make the best possible decisions about their people, from hiring and development to leadership and culture. Our predictive talent and culture analytics provide employers with a competitive edge through a deep understanding of their candidates, their CultureDNA™, and the underlying behaviors that drive success. The result is outstanding employee performance, which transforms average workforces into high-growth, high-performance companies.

Contact
Jason Ferrara
Chief Marketing and Strategy Officer, OutMatch
(972) 764-0077 | jferrara@outmatch.com

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Business Strategy and Organizational Culture: Tips on Aligning Them https://outmatch.com/business-strategy-and-organizational-culture/ Tue, 05 Jun 2018 19:37:03 +0000 https://outmatch.com/?p=21472 Business strategy and organizational culture: See why the conversation about talent and people is a business conversation, not just an HR conversation. Read now or listen to our Podcast!

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How to make organizational culture a business conversation, not an HR conversation

In episode 6 of the Talent Playbook Podcast, we’re joined by Tony Bridwell, author, speaker, and the Chief People Officer at Ryan, LLC. With more than 2,300 employees, Ryan is the world’s largest tax consulting company, and #71 on this year’s Fortune 100 Best Companies to Work For.

What’s the secret to becoming a Best Company to Work For? Bridwell says it’s about putting your people first. At Ryan, people are first on the company’s “big four results,” followed by clients, revenue, and IBITA. Here’s why, according to Bridwell:

You take care of your people. Your people take care of your clients. Your clients provide revenue, and if you run the business well, then you get an IBITA.”

Bridwell says that these big four results drive every decision he makes. “If I’m not hiring the right people and I lose them in 6 months or a year, that costs the firm money, which hits bottom line. From a revenue standpoint, I lose connectivity with clients, it hurts productivity, and the people experience is bad. A bad hire hits every one of my key results. Same goes for development and total rewards. If I lose people because they’re not being developed, or because the compensation isn’t right, it hits every one of my key results.”

Bridwell continues by saying that the conversation about talent and people at Ryan is a business conversation, not an HR conversation. When it comes to driving business results, the formula at Ryan is “Structure follows strategy—and culture supports it all.” Here’s how Bridwell puts it:

“If you don’t realign the structure of the organization to deliver the business strategy, you’ll end up ‘muscling a result.’ This happens so frequently. There are organizational structures that haven’t changed in years, but each year there are new strategies. People understand the strategy part because that’s what they’re taught in school. But rarely will they modify the organizational structure to deliver that strategy, and almost never will they check and adjust the company culture. When I meet with the COO and CEO at Ryan, we’re constantly talking about the cultural barriers  that will prevent us from delivering our business strategy.

The single largest strategic initiative in our firm this year is our cultural reset. We are completely resetting our company culture to deliver the biggest growth we’ve ever seen in our firm’s history.”

Read more about Tony Bridwell’s work at tonybridwell.com, or listen to the full interview on the Talent Playbook Podcast.

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Company Culture Handbook: 5 Reasons to Write One https://outmatch.com/company-culture-handbook/ Fri, 01 Jun 2018 16:13:47 +0000 https://outmatch.com/?p=21450 Your company culture handbook should be something that employees are constantly interacting with and contributing to. It should fun, engaging, and have information that’s valuable to new hires and current employees alike. Let OutMatch help you learn the steps to writing one.

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Writing a Company Culture Handbook is Not Like Writing an Employee Handbook.

A company culture handbook goes beyond company policies and PTO. Unlike the employee handbook, which often ends up collecting dust in the back of a desk drawer somewhere, your company culture handbook should be something that employees are constantly interacting with and contributing to. It should fun, engaging, and have information that’s valuable to new hires and current employees alike.

Think of your company culture handbook as a living, breathing touchstone of your company’s culture—which, by the way, exists in your organization whether you’ve defined it or not. In a recent webinar on How to Measure Your CultureDNA™, culture expert Catherine Spence defined company culture as:

A social influence system that already operates within your organization. If you don’t manage your culture, this social influence system can actually undermine your ability to effectively execute business strategy.”

That’s why culture has been getting so much attention in boardrooms around the world. In order to manage your company culture, you first have to understand what your culture is now, and what you want it to be in the future. Writing a company culture handbook is the perfect opportunity to work through these important questions, and in the process, create a valuable document for your organization.

Here are five more benefits you’ll get out of writing a company culture handbook:

  1. Demonstrate your commitment to creating a strong company culture. 
  2. Clearly define your purpose (the reason your company exists), and the impact you want to have on the world. 
  3. Educate current and incoming employees—at scale!—about the way work gets done in your company. 
  4. Empower employees to make independent decisions that align with your business strategy.
  5. Capture your company’s unique culture, with values and traditions that are true to you (and not adopted just because they sound good)

Writing a company culture handbook that’s an authentic representation of your culture doesn’t happen overnight. To guide you in this process, check out 7 Steps to Writing a Culture Handbook.

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OutMatch Delivers Analytics to Improve Hiring, Accelerate Rapid Growth at Cinergy Entertainment Group https://outmatch.com/outmatch-delivers-analytics-to-improve-hiring-accelerate-rapid-growth-at-cinergy-entertainment-group/ Wed, 30 May 2018 12:26:49 +0000 https://outmatch.com/?p=21443 Cinergy is using data-driven OutMatch assessments to build an exceptional workforce as the company expands throughout the Southwest Dallas, TX –OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces,announced today it has been selected by Cinergy Entertainment…

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Cinergy is using data-driven OutMatch assessments to build an exceptional workforce as the company expands throughout the Southwest

Dallas, TX –OutMatch, a leader in delivering actionable predictive analytics to build world-class workforces,announced today it has been selected by Cinergy Entertainment Group, a pioneer of the cinema entertainment concept, to provide data-driven assessments that will enable the company to build an exceptional workforce to support its rapid expansion across the Southwest.

With more than 400 current employees and plans to nearly triple that number over the next few years at locations in Texas and Oklahoma, Cinergy turned to OutMatch to ramp up hiring and lend consistency to its talent selection process. Its goal is to address current needs, while also building a pipeline of outstanding employees that can take on heightened roles in the future.

Cinergy is using pre-hire analytics supplied by OutMatch to hire for positions across the board. That includes hourly roles such as servers, cooks, and ushers; operational positions in administration, sales and IT; and leadership roles as department managers and general managers. The company will also use OutMatch talent development solutions to increase retention and ensure employees are prepared for increased career responsibilities.

“We are already seeing positive results as we use OutMatch analytics to accelerate and elevate our hiring process,” said Christine Blount, Talent Manager at Cinergy Entertainment Group. “From the predictive pre-hire data to specific interview questions that draw out valuable information, we are confident the candidates we’re hiring will deliver the operational efficiency and customer service that are critical to furnishing great guest experiences.”

Cinergy offersa one-stop shop for all things entertainment. Patrons in luxury electric seats watch the latest movies, on wall-to-wall screens with immersive sound, and have restaurant-quality food delivered to their seats. Locations also feature a unique selection of interactive games, such as bowling, laser tag, and an elevated ropes course. In that environment, impeccable customer service is a must.

“It is a pleasure to be selected by Cinergy Entertainment Group to assist in building the world-class workforce critical to its growth and success,” said Greg Moran, President and CEO of OutMatch. “We are excited to deliver predictive analytics that take the guesswork out of hiring, save companies time and money, and deliver the OutMatch Impact.”

OutMatch assessments gauge a candidate’s fit with required job skills and a company’s culture, measuring them against the core competencies proven to predict success. Working with companies in numerous industries to hire candidates from hourly to executive levels, OutMatch delivers actionable workforce analytics that drive better hiring decisions, increase retention rates, and improve business productivity and performance.

Tapping into an unrivaled data set, OutMatch supplies nearly 20 million scientifically proven candidate assessments annually for job opportunities at over 200,000 locations. With recognized clients such as American Airlines, Adidas, Brinker International, and HCA Healthcare, OutMatch works withlarge, decentralized organizations with high-volume hiring needs in the hospitality, restaurant, retail, healthcare, and property management industries, providing the measurement, insight, and impact they need to make better hires and develop great employees.

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OutMatch, Transforming the World of Work

OutMatch empowers companies to make the best possible decisions about their people, from hiring and development to leadership and culture. Our predictive talent and culture analytics provide employers with a competitive edge through a deep understanding of their candidates, their CultureDNA™, and the underlying behaviors that drive success. The result is outstanding employee performance, which transforms average workforces into high-growth, high-performance companies.

About Cinergy Entertainment

Dallas, Texas-based Cinergy Entertainment Group, Inc. is a visionary industry innovator and regional operator of three Texas cinema entertainment centers with 29 screens and 18 lanes of bowling. The company has four additional locations under development representing 38 screens and 71 lanes of bowling. All Cinergy centers feature dine-in cinemas serving alcoholic beverages and a tempting array of restaurant quality food and beverages. In addition to upscale cinema amenities, all Cinergy locations feature a unique selection of interactive games and a variety of other amenities, including bowling, billiards, full bars, laser tag, escape rooms and Sky Walker an elevated ropes course.Cinergy is privately held by the Benson family. For more information, visit Cinergy on the web at www.Cinergy.com.

Contacts

Jason Ferrara
Chief Marketing and Strategy Officer, OutMatch
(972) 764-0077 | jferrara@outmatch.com

Traci Hoey
Director of Marketing and Sales,Cinergy Entertainment Group
(972) 895-9905| thoey@cinergy.com

Steve Janack
Principal, The Janack Group
(518) 810-8050 | steve@thejanackgroup.com

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