Entrepreneurs like Zappos CEO Tony Hsieh and venture capitalist Brad Feld have made the case that cultural fit trumps competence, but should you really turn away someone who is highly qualified if they are weak culturally?
As a recruiter, I’ve long been a proponent of the importance and value assessing cultural fit in the expansion-stage recruiting process. In fact, I think ensuring that candidates align with your company’s vision and values, management style, and workplace environment is critical to early-stage recruiting success.
That being said, I’ve been slightly surprised by just how far the pendulum seems to have swung in favor of cultural fit.
These five tips will help hiring managers maximize recruiting on LinkedIn to land top talent.
Everyone knows that LinkedIn is a recruiter’s dream, but how do you effectively tap into that well of potential candidates as a hiring manger? Diane Martz, Director of Talent at OpenView, has a few key tips to leverage recruiting on LinkedIn to your advantage.
At the expansion stage, you need to ensure every hire makes a lasting contribution. Learn how to determine cultural fit with these tips.
Skills and experience are obviously key requirements, but another factor that is just as crucial — especially at the startup or expansion stage — is cultural fit. As OpenView Director of Talent Diana Martz explains in this short video, if a candidate isn’t aligned with your company’s mission and values there’s little chance hiring them will result in immediate and long-term success.
The top talent you’re targeting may have great skills, but if they’re not a cultural fit they likely won’t last long at your company.
In the rush to hire top talent that accompanies every startup and expansion-stage company’s growth, it can sometimes be easy to focus too much on candidates’ experience and skills and too little on whether or not they’re a good cultural fit. But as OpenView’s Director of Talent Diana Martz explains in this short video, cultural fit should actually be one of your primary deciding factors for hiring employees who are going to thrive at your company for the long haul.
In this final post in our three-part HR roundtable series, our experts explain which HR tools and software make the biggest impact on expansion-stage companies.
When it comes to companies operating at the expansion stage, efficiency is the name of the game, and HR can play a major role in eliminating administrative work and streamlining procedures. Especially if they have the right tools.
In this second post in a three-part series, our HR roundtable turns its attention to the biggest expansion-stage pain point HR can help address.
The benefits the right HR pro can bring to your organization go far beyond conducting annual reviews and handing out the employee handbook. HR can help plan and implement major initiatives, create and foster company-wide alignment, and, when necessary, take a step back and evaluate your company’s performance and direction. In short, it can play an integral part in helping your business grow.
In this first of a three-part series, we’ve gathered four of the best HR experts around to shed light on some of the top HR issues and challenges facing expansion-stage companies.
The HR Question: It’s something that all startup and expansion-stage companies have to deal with. Founders and CEOs may recognize how central a healthy company culture and recruiting strategy are to growth and success, but when it comes to establishing human resources policies and procedures their eyes tend to glaze over quicker than you can say “compliance”.
Taking care of these two recruiting tasks first will improve your chances of landing the best candidate possible and save you time and resources in the process.
If you’re an expansion-stage company, chances are you need more top talent and you need it now. But before you dive in with another search, make sure you’ve accomplished these two critical tasks first.
For many software companies, the biggest spoils in the ongoing war for talent are software engineers. How can your company get a tech recruiting leg up? Here are three tips.
When going after such a highly-coveted hire, it can often pay to leverage resources such as recruiters with a proven track record of specializing and landing these targeted roles, advises OpenView Director of Talent Diana Martz in this short video. Recruiters focusing solely on hiring software engineers can bring intimate knowledge of local software engineering communities, gained from outreach into universities, actively developing internship programs, and hosting numerous networking events.
