In your company, what are the core values — traits / attitudes / behaviors — of the people who consistently thrive?
Would you hire more people with those characteristics if you could?
While skill sets, experience and work styles will vary across different roles and responsibilities, common culture promotes significantly better interaction and ensures that people can get more work done.
It’s not that you want to hire clones. More-of-exactly-the-same is limiting and will cause stagnation. Diversity in all dimensions is necessary for corporate health.
By clearly understanding the dynamics of your unique culture, you can optimize your hiring processes and increase both corporate and employee growth.
Peter Drucker, the renowned management consultant, is credited with stating:
The key points:
Your business wants top talent, and the top talent wants opportunities to grow and thrive. Leveraging cultural dynamics is a competitive advantage.
First, some general assessment basics:
This Blueprint is divided into three tiers, and a Cultural Dynamics assessment can be targeted at specific tiers in any combination.
This layer collects data which predicts a candidate’s ability to first learn and adapt to your existing culture.
The data from this layer predicts a candidate’s ability to align with and drive your company’s existing culture forward.
This layer collects data which predicts a candidate’s ability to ultimately shape and/or create an expanded culture that supports your company’s strategic vision.
The combined results of an assessment provide validated information which is effective for both the initial candidate screening and hiring decisions, and the longer-term employee growth and promotion life-cycle.
The specific assessments that comprise the tiers of the Blueprint will be aligned with your organization’s value structure and rigorously tested for Predictive Validity and Fairness.
They can be adapted for either broad applicability across job classes or targeted to specific roles as appropriate.
APTMetrics® Cultural Dynamics assessments are designed specifically to be experienced on smartphones or other mobile devices for easy, flexible delivery. They can also be deployed on browser-based kiosks with touch screens. Most are constructed to take between 15 and 30 minutes to complete.
One typical usage model is a job fair:
An alternative usage is to present the assessment URL as a link on a recruiting website. Candidates would simply use their email address as the unique key for a specific assessment instance.
A Cultural Dynamics assessment comes to life for candidates through a “JOURNEY” construct that provides a visually captivating user experience. While completing the assessment, candidates participate in a guided journey through your organization, where they will learn about you while you learn about them to the benefit of both sides.
For example, a hospitality company could choose to use different resort destinations as their journey theme, while other options could be exploring different corporate divisions or describing different job roles. The chosen theme sets a graphical style that is carried through the assessment for increased candidate engagement. Each stop on a journey presents both corporate messaging and a set of assessment questions.
Driving the journey is a visual narrator who guides the candidates through the process. Narrators are chosen to fit with your brand style and recruiting objectives, and “talk” to candidates in first-person for a highly engaging experience.
Swipe through the screen samples below and, of course, don’t hesitate to contact us for a full demonstration. Click on an image to expand.
The phrase “off-the-shelf” always sounds good since it implies ready-to-go rapid deployment with a known cost. Unfortunately, it also implies generic one-size-fits-all.
The word “custom” suggests you can have absolutely anything you want, but is also frequently synonymous with “expensive” and slow to get operational.
Cultural Dynamics assessments are positioned as “adaptable.” Fully tested components with a range of choices and options. They can be tailored to meet your requirements in a short timeframe, and are extensible if there is a specific need.
Map assessment content to these key behaviors. This will come from interviews and your direct input.
Pick from our set of models, or we can arrange for a specific model of your choice (possibly wearing branded clothing) to be photographed in the necessary poses.
You supply the imagery that we load into the assessment frames.
Execute a validation process to ensure that your assessment identifies the best candidates that will thrive in your culture.
