1. Hiring for Best Possible Outcomes Talent Hacking with Culture Fit Analytics
IdealJobFit.com

2. Key Takeaways Takeaway 1
Improved matching of job candidates with the team & work environment improves retention, lowers the cost of hiring, and optimizes performance
Takeaway 2
Talent hacking with culture fit analytics is a data driven strategy that aids employers in hiring for best possible outcomes
Employers gain a holistic view of job candidates – their skills, personality, and optimal work environments
Improved matching of job candidates with team & work environment
Greatly expand the pool of qualified job candidates that fit within the organizational culture and can deliver desired outcomes
Takeaway 3
Job candidates have an effective alternative to submitting countless resumes to non-standard job descriptions to find the best fit
Job applicants gain improved visibility into the employer’s team & work environment

3. Employers Job Seekers Value Proposition Hire the ideal employees
Hire for best possible outcomes (rather than best that apply)
Job Seekers
Secure long-term, meaningful employment with the ideal employers
Lower the barriers to entry into the job market

4. Recruit Faster Retain Longer Recruiting Challenge
Employee turnover can cost employers up to 40% of their annual profit
1 in 3 new hires don’t fit within the company’s culture
Roughly 60% of terminated employees have a tenure of less than 2 years
Retain Longer

5. Hiring Strategies Jamie Dimon, CEO, JP Morgan Chase
Doesn’t even need to interview you to know who you are.
He’d rather interview all the people around you to get the “book” on you.
Richard Branson, CEO, Virgin
He’ll tell you it’s all about a culture fit.
“Most skills can be learned, but it is difficult to train people on their personality.”
What are Soft Skills
Soft skills are characteristics an employee possesses that might not be in a job description, but are essential for performing well in the workplace. 5

6. Work is the Family you Choose
Most important consideration when hiring
Whether or not the team can actually work alongside the job candidate
If you can prove to be a great fit for the business, you become part of the solid foundation that has been tasked with carrying out the company’s mission
If you’re not aligned with the company’s culture and values, the lack of synergy can disrupt the working relationship and derail the mission
If you haven’t found the right fit yet, keep looking until you find somewhere you truly belong 6

7. Interactive Recruiting
Hiring managers & team members interact with job candidates’ former supervisors, co-workers & colleagues
Interactive Team & Work Environment
Interactive Resumes
Job candidates interact with prospective supervisors & team members

8. Talent Hacking with Culture Fit Analytics
Employers gain a multi-dimensional view of job candidates
Job candidates gain a multi-dimensional view of the Employers’ work environment
For optimal matching of job candidates to work environments
Culture Fit
Analytics

9. Virtual Employee Records Replace Resumes
Skills
Team-Ability
Past Performance
Work Environment
Team Members
Virtual
Employee
Record
Resume
Virtual Employee Records replace non-standard Resumes 9

10. Job Candidates
Skills
Team-Ability
Past Performance
Work Environment
Team Members
Virtual
Employee
Record
Subordinate
Supervisor
Employers gain a multi-dimensional view of Job Candidates connecting with supervisors, subordinates & professional contacts 10

11. Team & Work Environment
Leadership
Projects
Resources
Performance
Team Members
Team &
Work
Environment
Team
Member
Team
Member
Job candidates gain a multi-dimensional view of the Employers’ work environment 11

12. Opportunity in HR – Recruit & Retain
Job Candidates
Better Intelligence
Skills (hard & soft)
Qualifications
Accomplishments
Team-ability
Past work environments
Performance references
Adaptability
Flexibility
Corporate Culture
Better Insight
Job assignments
Project assignments
Resource constraints
Leadership style
Bureaucratic / political considerations
Co-worker(s)
Skills (hard & soft)
Qualifications
Team-ability
External View
Internal View

13. Hiring Alternatives Best that Apply Best Possible Outcomes
Job Postings
Skills (Hard)
Responsibilities
Qualifications
Certifications
Years of Experience
References
Disadvantage
Employers risk hiring individuals that can’t deliver desired outcomes and/or fit within their culture.
Best Possible Outcomes
Mini-Project Profiles
Capabilities (Proven)
Performance Level
Accomplishments
Skills (Hard & Soft)
Responsibilities
Qualifications
Certifications
Career Plan
Advantage
Employers can attract & retain individuals that fit within their culture and improve corporate performance.

14. Unemployed & underemployed
Stakeholders
Job Applicants
Unemployed & underemployed
Seeking career advancement, better pay & benefits, more responsibility, longer term employment
Employers
Attract qualified candidates
Reduce the time to fill job openings
Recruiters
Seek insight & intelligence into pool of qualified candidates

15. Job Targeting Techniques
Mini-Project Job Targeting
Help employers
Improve returns on human capital investments
Hire for the best possible outcomes, rather than hire the best that apply
Reduce the cost per hire
Reduce the time to fill open positions
Offer effective alternative to non-standard resumes
Help job seekers
Secure longer term, meaningful employment
Secure career opportunities best suited to achieve life goals
Lower the barriers to entry into the job market for applicants
Offer effective alternative to non-standard job descriptions

16. Learning more about Applicants
Expanded Tools & Techniques for Job Seekers
Mini Project Development
Templates & samples to help job seekers create mini projects that demonstrate their capabilities to prospective employers
Targeted Audience
Generic
Industry, Size of Company (# of employees, annual revenue, etc.), Location, etc.
Specific
Company, Company Leaders/Managers, Job Title, etc.
Go Behind Closed Doors
Solicit feedback from current employees or individuals that have previously worked for targeted employers, and have worked for select leaders & managers

17. Mini Project Template Process Flow Process Steps Data Elements
Job Scenario
Process A
Data A
Step 1
Description
Process B
Data B
Step 2
Description
Process C
Report X
Process D
Step 3
Description
Process E
Report Y
Step 4
Description
Process F
Career Millennials use process steps and data elements to complete project outlined in the Job Scenario

18. Hiring Managers – Informed Decisions
Mini Project Results
Assess candidates’ core competencies and abilities to achieve desired outcomes
Best Possible Outcomes
Competencies & Capabilities
Performance Level
Accomplishments
Skills (Hard & Soft)
Responsibilities
Qualifications
Certifications
References from former supervisors/leaders/mentors
Career Plan
Score: 96% match
Process A
Process B
Report B
Data A
Step 1
Description
Step 2
Step 3
Step 4

19. Benefits Reduce hiring costs Reduce training costs
Improve retention & reduce employee turnover
Automate & streamline the recruiting process
Replace ineffective job postings
Replace ineffective, non-standard job descriptions
Build talent pools with the ideal candidates
Reduce time to fill open positions
Reduce and/or eliminate poor hiring decisions
Replace Applicant Tracking Systems (ATS) and key word search with machine learning
Eliminate errors & omissions resulting from manual data entry and duplicate data entry between ATS, HRIS and other internal systems
Improve job applicant data integrity
Verify applicant information
Eliminate applicant misinformation

20. Contact
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