Why Would I Want to Work for You - iCIMS Would I... Why Would I Want to Work for You? ... the organization
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a Research eBook by:Why Would IWant to Workfor You?Job Seekers Oer Guidanceon How to Position Your CompanyCulture to Attract the Best Hires2014 iCIMS Inc. All Rights Reserved.2014 iCIMS Inc. All Rights Reserved.CultureIn the most simple terms, a companys culture is the personality of the organization from the employeesor potential employeesperspective. It is defined by the way employees execute on a companys values, beliefs, and objectives as individuals and as a team. Most employees have little control over the culture. Ultimately, the companys management team is responsible for setting the tone of companys culture through company initiatives/programs, management leadership styles, and even creating a physical environment that supports an optimal experience for the business results and people driving them. Having a well-defined company culture permeating your recruiting process from recruitment advertising to sourcing to onboarding helps organizations to attract and engage people who are a good fit for the organization. Top employment brands leverage their company culture to attract the best hires while engaging and retaining their A players. Further, when A players are happy with their employer, they are more likely to refer their A player friends. This is significant as iCIMS proprietary research shows that employee referrals are a top source of hire, accounting for 34% of all hires. With this in mind, the iCIMS Hiring Insights set out to learn what cultural elements were most compelling to job seekers and, in particular, what aspects of company culture attract best-fit talent.To that end, iCIMS Hiring Insights surveyed more than 400 job seekers to learn what aspects of company culture are most important to them.There is a lot of talk about company culture, but what does it mean? Why does it matter?2014 iCIMS Inc. All Rights Reserved.CultureFirst, it is important to know that every company has a dominant culture. According to experts, Kim Cameron and Robert Quinn, the four main types of culture are clan, adhocracy, hierarchy, and market. While every companys culture may have elements of other culture types, every company has a single dominant culture type. If you are not sure what your company culture is, you can take a test online at www.ocai-online.com.CULTURE TYPE Clan Adhocracy Hierarchy MarketORIENTATION Collaborative Creative Controlling CompetingLEADER TYPEFacilitator Mentor Team builderInnovator Entrepreneur VisionaryCoordinator Monitor OrganizerHard driver Competitor ProducerVALUE DRIVERSCommitment Communication DevelopmentInnovative outputs Transformation AgilityEfficiency Timeliness Consistency and uniformityMarket share Goal achievement ProfitabilityTHEORY OF EFFECTIVENESSHuman development and participation produce effectivenessInnovativeness, vision, and new resources produce effectivenessControl and efficiency with capable processes produce effectivenessAggressively competing and customer focus produce effectivenessClan Adhocracy Hierarchy MarketSource http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdfhttp://www.amazon.com/Diagnosing-Changing-Organizational-Culture-Competing/dp/0470650265http://www.ocai-online.com.http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf2014 iCIMS Inc. All Rights Reserved.CultureJob Seekers Preferred Company CultureThe majority of job seekers prefer to work in a clan culture,which is defined as a collaborative, mentoring, team- oriented environment that derives effectiveness from employee development. 0.0% 10.0% 20.0% 30.0% 40.0% 50.0%Market CultureClan Culture48.6%21.4% Adhocracy CultureHierarchy Culture11.0%19.0%How Does Your Company Stand?Were Great! Uh Oh!You already have a clan culture? Nearly half of candidates find this work environment appealing. Play up what makes your culture nurturing and collaborative in every aspect of your recruiting process from recruitment advertising to onboarding in order to attract and engage candidates who want what you have to offer.Not a clan environment? Dont worry--there are job seekers who actively prefer each kind of company culture. Make your culture clear in order to appeal to the candidates who want exactly what you have to offer. Highlight the best parts of your company type throughout your recruiting process.2014 iCIMS Inc. All Rights Reserved.CultureIn order to better define job seekers preferred company culture, lets dive into job seekers preferred perks, management styles, and company/office physical attributes. Lets start by looking at employment perks. Youll immediately notice that the perks that most appeal to job seekers are aligned with their overall preferred clan culture. Most job seekers are attracted to opportunities for employee development. Job Seekers Rank Employment Perksfrom most to least importantcontinued1 2 3 4 5 6 7 8 9 10 11 121. Retirement plan2. Flexible schedule3. Job/skills training and development4. Companys reputation for modern processes, management & technology5. Mentoring program6. Tuition reimbursement7. Environmental/community/ volunteering program8. Employee discount programs9. Transportation benefits10. Gym or exercise membership or facilities11. Free refreshments/ free meals12. On-site daycare or daycare reimbursement2014 iCIMS Inc. All Rights Reserved.CultureHow Does Your Company Stand?Were Great! Uh Oh!If your company offers these top-ranked perks, be sure these opportunities are prominent in your employment branding, your career portal, and all other candidate communications.For companies that do not offer any or all of the top-ranked perks, consider which might be easiest to implement, as these will improve your competitive position in the war for top talent.Most job seekers are attracted to opportunities for employee development.Job seekers look for companies that offer retirement plans, flexible schedules, career development (job/skills) training, and have a strong reputation for modern processes, management, and technology adoption.RetirementPlansFlexibleSchedulesCareerDevelopmentModernProcessesMost Popular Employee Perkscontinued2014 iCIMS Inc. All Rights Reserved.CultureHow Does Your Company Stand?Were Great! Uh Oh!Even if you already offer career development opportunities, now might be a great time to audit your offerings. Do employees benefit from them? Are there other programs that might provide better support? Again, make sure to highlight this important benefit within your career portal and other employment brand materials.If you already know or suspect that your training opportunities are sub-par, this should be a wake-up call: Employees and job seekers value skills training highly. Now is definitely the time to create and update career development opportunities for your staff. Once you have, make sure that job seekers know about the improvements youve made!Are You Satisfied with the Career Development Programs through Your Employer?Yes, my employer provides excellent training and development programs internallyNo, my employers training and development programs (internal or external) are not very usefulMy employer does not offer any form of career training or development for employees like meYes, my employer pays for me to attend very useful training classes from external providers33%23%27%17%Considering how important career development and skills training is to job seekers, we were surprised to find that50% of employees report insufficient career development/training from their current employers. 2014 iCIMS Inc. All Rights Reserved.Culture1. Formal continuing education programs (e.g. certifications)2. Internship or apprenticeship programs3. Professional seminars/webinars4. Sponsoring in-person networking5. Mentoring programs6. Professional associations7. Library for reading career or job-oriented books12.532.14 2.13 2.11 2.08 2.06 1.9523451 2 3 4 5 6 7How Does Your Company Stand?Were Great! Uh Oh!If you already offer access to formal continuing education programs as a training opportunity, you want to make sure all potential candidates know that you put your money where your mouth is when it comes to employee skills training and advancement.Considering how closely job seekers ranked the various means of training/professional development, employers may consider implementing a variety of options or choosing the options that are more cost effective. Virtually any employee would agree that some development opportunities are better than none at all. Since job seekers are looking for better training from employers, we wanted to know what types of training they consider better. We found thatjob seekers primarily want employers to provide or subsidize formal continuing education and certification programs. Development Program Rating from 152014 iCIMS Inc. All Rights Reserved.Management2014 iCIMS Inc. All Rights Reserved.Weve all heard the old saying employees dont leave companies, they leave managers. Sometimes, its true! When a manager and an employee dont play well together, the entire company suffers. So, lets dive into the type of manager the job seekers want. 2014 iCIMS Inc. All Rights Reserved.Management2014 iCIMS Inc. All Rights Reserved.Job seekers want their manager to be their mentorHow Job Seekers Want to Be Managed0.0%Authoritative Manager5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0%Democratic ManagerEntrepreneurial ManagerHands-on ManagerFlat Organization(few or no middle management)Coach or MentorHow Does Your Company Stand?Were Great! Uh Oh!Do you already have management with a strong mentoring style? Consider posting a video of your stellar managers speaking about their approach to management on your career portal. Job seekers will respond well to their sincerity and feel as though they are already part of the family.While job seekers generally prefer mentoring managers, not all do and it is not possible to hire only one type of manager. To minimize negative consequences associated with manager/employee personality conflict, try introducing department managers earlier in the recruitment process. For example, include department managers pictures, a brief bio, and tips on their management style/expectations on your companys career portal or onboarding portal. 2014 iCIMS Inc. All Rights Reserved.Physical Environment2014 iCIMS Inc. All Rights Reserved.Finally, a companys physical environment is more than just a collection of work spaces, storage places, and chairs. It sets physical parameters for the way employees execute on the companys values, beliefs, and objectives, and therefore should be matched to the kind of culture an organization wants to develop. So, what type of physical environment does top talent want?2014 iCIMS Inc. All Rights Reserved.Physical Environment2014 iCIMS Inc. All Rights Reserved.0.0%5.0%10.0%15.0%20.0%25.0%30.0%As a whole, job seekers are open to a variety of company sizes. continuedPreferred Employer SizeSmall Business (51500 employees)Medium Company (5014,999 employees)Very Small Business (up to 50 employees)Any SizeLarge/enterprise company (more than 5,000 employees)2014 iCIMS Inc. All Rights Reserved.Physical Environment2014 iCIMS Inc. All Rights Reserved.As a whole, job seekers are open to a variety of company sizes. How Does Your Company Stand?Were Great! Uh Oh!When communicating your company culture through your employment branding on your career portals, leverage your company size to attract candidates that are a good fit for your organization. For example, larger businesses may focus on availability of resources to support employee career development while smaller businesses with fewer resources may choose to focus on cohesive relationships and mentoring opportunities available in a smaller organization. Candidates are open to virtually any size organization, but you may notice a slightly higher interest in smaller businesses. Even if you are a large organization, play up the departmental or team cultures that will provide smaller-scale, individualized support to employees as part of your hiring and onboarding process. A personalized onboarding process that introduces the new hire to his or her team will do a lot to make sure the new hire feels welcome.Large/Enterprise(more than 5,000 employees)Medium(501 - 4,999 employees)Small(51 - 501 employees)Very Small(up to 50 employees)0.0%5.0%10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%Preferred Employer Size by Age1829 YearsLarge: 27%Medium: 24%Small: 24%Very Small: 24%Large: 15%Medium: 21%Small: 39%Very Small: 26%Large: 12%Medium: 19%Small: 36%Very Small: 34%Large: 10%Medium: 25%Small: 31%Very Small: 35%3044 Years 4560 Years > 60 Yearscontinued2014 iCIMS Inc. All Rights Reserved.Physical Environment2014 iCIMS Inc. All Rights Reserved.Job seekers prefer an open office floor plan where employees can collaborate without physical barriers. How Does Your Company Stand?Were Great! Uh Oh!Considering a chance of space? Given the interest that job seekers have in some of the non-traditional floor plans, make sure to include these in your considerations. Already offer one of these preferred environments? Improve candidate engagement and interest by including images or videos of the workspace within your career portal and show job seekers what working on your team would be like.Happy with your current cubicles or other workplace layout? What is most important is that a companys physical environment accurately reflects the companys personality. There are individuals who prefer each type of environment, so by including that environment in your employment brand, youll increase the chance of attracting the candidate who will be happiest working for you.Cubicle Open Office(all employees work in an openoffice with no walls or cubicles)Shared Office(at least two peopleshare an office space)Team Office(semi-enclosed work space fora small group collaboration)0.0%5.0%10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%Preferred Floor Plan by Age1829 YearsCubicle: 13%Open Office: 47%Shared Office: 6%Team Office: 34%Cubicle: 13%Open Office: 47%Shared Office: 11%Team Office: 29%Cubicle: 23%Open Office: 45%Shared Office: 2%Team Office: 30%Cubicle: 15%Open Office: 39%Shared Office: 6%Team Office: 39%3044 Years 4560 Years > 60 Years2014 iCIMS Inc. All Rights Reserved. Communicating Your Culture2014 iCIMS Inc. All Rights Reserved.Our research has shown that a companys career portal speaks volumes to candidates. In the previous pages weve seen that company culture has a significant impact candidates decision to apply. With that, it is imperative that companies clearly communicate their company culture to job seekers.2014 iCIMS Inc. All Rights Reserved. Communicating Your Culture2014 iCIMS Inc. All Rights Reserved.78% of job seekers agree that the look and feel of a companys career portal is moderately to highly important to their decision to apply for a job. How Does Your Company Stand?Were Great! Uh Oh!Already offer candidate-friendly branding on your company career portal? Show it off at career fairs and other hiring events by providing candidates with the ability to easily connect with you or apply via hiring kiosks on organizational laptops or iPads. Even if you love your current branding, solicit feedback from applicants and employees on an ongoing basis to make sure that your career portal remains appealing and accurate to your brand.Look at your career portal from the perspective of a candidatecan a candidate see what you have to offer? A candidate should have a clear sense of your company story and where they will fit in just from visiting your career portal. Consider adding videos, photos, or infographics that support with your brand and prove to candidates that your organization takes talent acquisition seriously.1 2 3 4 5 6 7 8 9 10On a scale of 110, candidates rated how important the professionalism, look, and feel of a companys career portal is to their decision to apply for a job.Source http://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experience http://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experiencehttp://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experience2014 iCIMS Inc. All Rights Reserved. Communicating Your Culture2014 iCIMS Inc. All Rights Reserved.Each day more job seekers are applying for jobs using mobile devices. How Does Your Company Stand?Were Great! Uh Oh!If you already offer candidates a fully mobile experience, try it out yourself! Get out your smartphone and apply to your organization. Ideally, the full application experience should take less than 15 minutes, allowing you to easily complete relevant information and upload and parse a resume. Make sure that you can also easily save and return to the same application later from a computer or iPad, just in case.If you are not already providing a mobile application experience, youre potentially losing fantastic talent! Make sure that your career portal is mobile optimized through responsive design technology, which provides a smooth candidate application experience no matter what technology the candidate uses. In June 2013, Google also stated that the use of responsive design should have a positive impact on website SEO. Desktop UsageMobile Usage70%Jan-13Feb-13Mar-13Apr-13May-13Jun-13Jul-13Aug-13Sep-13Oct-13Nov-13Dec-13Jan-14Feb-14Mar-1480%90%0%8%16%Candidate Desktop & Mobile UsageJAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR86% 87% 86% 86% 85% 84% 84% 83% 83% 83% 82% 81% 80% 80% 79%8% 8% 9% 9% 9% 10% 10% 11% 11% 11% 12% 13% 13% 13% 14%2013DesktopMobile2014*Bounce rate refers to the percentage of visits in which the person left your site from the entrance page. Bounce rate is a standard measure of visit quality. A high bounce rate generally indicated that the site entrance pages are not relevant to your visitor. A decrease in bounce rate indicates that more visitors are finding more relevant content and remaining on the site longer. Analysis of +200 million jobs posted by iCIMS customers in 2013-14Conversion to apply via mobile has increased by 3,100%Mobile bounce rate* is down by 69%http://searchenginewatch.com/article/2253965/3-Reasons-Why-Responsive-Web-Design-is-the-Best-Option-For-Your-Mobile-SEO-Strategyhttp://searchenginewatch.com/article/2253965/3-Reasons-Why-Responsive-Web-Design-is-the-Best-Option-For-Your-Mobile-SEO-Strategyhttp://searchenginewatch.com/article/2253965/3-Reasons-Why-Responsive-Web-Design-is-the-Best-Option-For-Your-Mobile-SEO-Strategy2014 iCIMS Inc. All Rights Reserved. Communicating Your Culture2014 iCIMS Inc. All Rights Reserved.More than 68% of job seekers abandoned a job application due to time and information constraints. How Does Your Company Stand?Were Great! Uh Oh!Even if your career portal passed the 15-minute mobile application test with flying colors, make sure that you offer candidates an option to easily submit basic information within seconds in order to easily connect with you and add themselves to your database. Once the candidate has sent you this basic information, you can always invite them back later to formally apply for a position.Are technical difficulties plaguing otherwise-interested talent? It may be time to discuss any infrastructural concerns that you have with your solution provider to make sure they can support your current initiatives and future growth. Are there questions in your process that cause candidate drop-off? Study where candidates leave your application process to determine whether specific questions should be reworded or moved to a later stage in the process.The Primary Reason Candidates Abandon Job ApplicationsSource http://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experience Application too longRequired information was not readily availableTechnical DifficultiesUncomfortable with questions13%19%38%30%http://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experiencehttp://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experience2014 iCIMS Inc. All Rights Reserved.The iCIMS Talent Platform automates and streamlines the talent lifecycles for industry-leading organizations around the worldTo learn more about the iCIMS Talent Platform, call 1-800-889-4422 or take a look at our demo: Share this eBook with your network!Final Thoughts?Clearly, company cultures vary from organization to organization and it is not always feasible for a company to adopt all aspects of the culture preferred by job seekers. As you saw in this research, there are individuals who prefer all different types of company cultures. By including information about your culture in your employment brand, youll increase the chance of attracting the candidate who will be happiest working for you.With iCIMS-hosted branded Career Portals you can give candidates a sense of what it might be like to work for your organization. iCIMS-hosted Career Portals are seamlessly branded to the look and feel of each clients existing corporate website and can include specific pictures, logos, terminology, colors, and fonts. Portals can also easily support embedded social media widgets for Facebook, LinkedIn, YouTube, Twitter, and other Web 2.0 technologies to provide further opportunities for interaction and branding. On the candidate side, the application process is incredibly simple: all of iCIMS Career Portals are mobile-optimized through responsive design, so candidates can apply from any computer, tablet, or mobile phone with access to the internet via any web browser.The iCIMS Talent Platform automates and streamlines the talent lifecycles for industry-leading organizations around the world. Offering sourcing, applicant tracking, and onboarding, iCIMS helps organizations effectively increase candidate and new hire engagement. iCIMS clients benefit from an unparalleled customer experience and award-winning customer support teams. 2014 iCIMS Inc. All Rights Reserved.iCIMS Hiring InsightsView More Free Resources at:www.icims.com/hiring-insightsWere Social!Follow us on your favorite social networksCheck out the latest research eBook from iCIMSThe Candidate Experience Playbookhttp://www.icims.com/HEI
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1. Why would you want to be president? Why would you not want to be president? 2. Who does the president represent?