Businesses in nearly every industry have come to rely on contingent talent as specialists and flexible experts rather than temps who fill vacant seats during absences, seasonal demands or personnel transitions. With increasing frequency, we’re integrating these skilled contractors into our primary workforces. Yet, we still haven’t integrated them into our internal knowledge systems. And that’s a missed opportunity to tap into their intelligence and ideas, especially as the sharing economy’s[...]
You can’t create a thriving business culture without focusing on values. In the age of hyper-visibility and social media, every person in your organization becomes an embodiment of its corporate philosophy and culture -- a brand ambassador to customers, other candidates and the public. That’s why we frequently emphasize the importance of cultural fit in talent acquisition. It’s the glue binds together so many aspects of a successful recruiting campaign: employee engagement, employment brand, team integration and more. Of course, we’ve also seen the darker side of culture, when hiring managers mistake familiarity and personal preferences for a good fit. This lack of inclusion can lead to a stagnant environment where diverse perspectives and novel ideas seldom materialize. Values-based hiring is the secret to cultural fit. The challenge, however, is determining what a person’s values really are. Let’s explore some interesting ways that companies are peeling back the layers to reveal the genuine attitudes that inform candidate values.