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<ul><li><p>a Research eBook by:</p><p>Why Would IWant to Workfor You?Job Seekers Oer Guidanceon How to Position Your CompanyCulture to Attract the Best Hires</p><p>2014 iCIMS Inc. All Rights Reserved.</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>In the most simple terms, a companys culture is the personality of </p><p>the organization from the employeesor potential employees</p><p>perspective. It is defined by the way employees execute on a companys </p><p>values, beliefs, and objectives as individuals and as a team. Most </p><p>employees have little control over the culture. Ultimately, the companys </p><p>management team is responsible for setting the tone of companys </p><p>culture through company initiatives/programs, management leadership </p><p>styles, and even creating a physical environment that supports an </p><p>optimal experience for the business results and people driving them. </p><p>Having a well-defined company culture permeating your recruiting </p><p>process from recruitment advertising to sourcing to onboarding helps </p><p>organizations to attract and engage people who are a good fit for the </p><p>organization. Top employment brands leverage their company culture </p><p>to attract the best hires while engaging and retaining their A players. </p><p>Further, when A players are happy with their employer, they are </p><p> more likely to refer their A player friends. This is significant as iCIMS </p><p>proprietary research shows that employee referrals are a top source of </p><p>hire, accounting for 34% of all hires. </p><p>With this in mind, the iCIMS Hiring Insights set out to </p><p>learn what cultural elements were most compelling to job seekers and, </p><p>in particular, what aspects of company culture attract best-fit talent.</p><p>To that end, iCIMS Hiring Insights surveyed more than 400 job seekers </p><p>to learn what aspects of company culture are most important to them.</p><p>There is a lot of talk about company culture, but what does it mean? Why does it matter?</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>First, it is important to know that every company has a dominant culture. </p><p>According to experts, Kim Cameron and Robert Quinn, the four main </p><p>types of culture are clan, adhocracy, hierarchy, and market. While </p><p>every companys culture may have elements of other culture types, </p><p>every company has a single dominant culture type. </p><p>If you are not sure what your company culture is, you can take a test </p><p>online at www.ocai-online.com.</p><p>CULTURE TYPE Clan Adhocracy Hierarchy Market</p><p>ORIENTATION Collaborative Creative Controlling Competing</p><p>LEADER TYPEFacilitator Mentor Team builder</p><p>Innovator Entrepreneur Visionary</p><p>Coordinator Monitor Organizer</p><p>Hard driver Competitor Producer</p><p>VALUE DRIVERSCommitment Communication Development</p><p>Innovative outputs Transformation Agility</p><p>Efficiency Timeliness Consistency and uniformity</p><p>Market share Goal achievement Profitability</p><p>THEORY OF EFFECTIVENESS</p><p>Human development and participation produce effectiveness</p><p>Innovativeness, vision, and new resources produce effectiveness</p><p>Control and efficiency with capable processes produce effectiveness</p><p>Aggressively competing and customer focus produce effectiveness</p><p>Clan Adhocracy Hierarchy Market</p><p>Source http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf</p><p>http://www.amazon.com/Diagnosing-Changing-Organizational-Culture-Competing/dp/0470650265http://www.ocai-online.com.http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>Job Seekers Preferred Company CultureThe majority of job seekers prefer to work in a clan culture,which is defined as a collaborative, mentoring, team- </p><p>oriented environment that derives effectiveness from </p><p>employee development. </p><p>0.0% 10.0% 20.0% 30.0% 40.0% 50.0%</p><p>Market Culture</p><p>Clan Culture48.6%</p><p>21.4% Adhocracy Culture</p><p>Hierarchy Culture11.0%</p><p>19.0%</p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>You already have a clan culture? Nearly half of candidates find this </p><p>work environment appealing. Play up what makes your culture </p><p>nurturing and collaborative in every aspect of your recruiting process </p><p>from recruitment advertising to onboarding in order to attract and </p><p>engage candidates who want what you have to offer.</p><p>Not a clan environment? Dont worry--there are job seekers who </p><p>actively prefer each kind of company culture. Make your culture clear </p><p>in order to appeal to the candidates who want exactly what you have </p><p>to offer. Highlight the best parts of your company type throughout </p><p>your recruiting process.</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>In order to better define job seekers preferred company culture, lets dive </p><p>into job seekers preferred perks, management styles, and company/office </p><p>physical attributes. </p><p>Lets start by looking at employment perks. Youll immediately notice that </p><p>the perks that most appeal to job seekers are aligned with their overall </p><p>preferred clan culture. </p><p>Most job seekers are attracted to opportunities for employee development. Job Seekers Rank Employment Perks</p><p>from most to least important</p><p>continued</p><p>1 2 3 4 5 6 7 8 9 10 11 12</p><p>1. Retirement plan</p><p>2. Flexible schedule</p><p>3. Job/skills training and development</p><p>4. Companys reputation for modern processes, management &amp; technology</p><p>5. Mentoring program</p><p>6. Tuition reimbursement</p><p>7. Environmental/community/ volunteering program</p><p>8. Employee discount programs</p><p>9. Transportation benefits</p><p>10. Gym or exercise membership or facilities</p><p>11. Free refreshments/ free meals</p><p>12. On-site daycare or daycare reimbursement</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>If your company offers these top-ranked perks, be sure these </p><p>opportunities are prominent in your employment branding, your </p><p>career portal, and all other candidate communications.</p><p>For companies that do not offer any or all of the top-ranked perks, </p><p>consider which might be easiest to implement, as these will improve </p><p>your competitive position in the war for top talent.</p><p>Most job seekers are attracted to opportunities for employee development.</p><p>Job seekers look for companies that offer retirement plans, </p><p>flexible schedules, career development (job/skills) training, and </p><p>have a strong reputation for modern processes, management, and </p><p>technology adoption.</p><p>RetirementPlans</p><p>FlexibleSchedules</p><p>CareerDevelopment</p><p>ModernProcesses</p><p>Most Popular Employee Perks</p><p>continued</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>Even if you already offer career development opportunities, now </p><p>might be a great time to audit your offerings. Do employees benefit </p><p>from them? Are there other programs that might provide better </p><p>support? Again, make sure to highlight this important benefit within </p><p>your career portal and other employment brand materials.</p><p>If you already know or suspect that your training opportunities are </p><p>sub-par, this should be a wake-up call: Employees and job seekers value </p><p>skills training highly. Now is definitely the time to create and update career </p><p>development opportunities for your staff. Once you have, make sure </p><p>that job seekers know about the improvements youve made!</p><p>Are You Satisfied with the Career Development Programs through Your Employer?</p><p>Yes, my employer provides excellent training and development programs internally</p><p>No, my employers training and development programs (internal or external) are not very useful</p><p>My employer does not offer any form of career training or development for employees like me</p><p>Yes, my employer pays for me to attend very useful training classes from external providers</p><p>33%</p><p>23%</p><p>27%</p><p>17%</p><p>Considering how important career development and skills training is to job seekers, we were surprised to find that</p><p>50% of employees report insufficient career development/training from their current employers. </p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Culture</p><p>1. 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 books</p><p>1</p><p>2.532.14 2.13 2.11 2.08 2.06 1.95</p><p>2</p><p>3</p><p>4</p><p>5</p><p>1 2 3 4 5 6 7</p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>If you already offer access to formal continuing education programs </p><p>as a training opportunity, you want to make sure all potential </p><p>candidates know that you put your money where your mouth is when </p><p>it comes to employee skills training and advancement.</p><p>Considering how closely job seekers ranked the various means </p><p>of training/professional development, employers may consider </p><p>implementing a variety of options or choosing the options that are </p><p>more cost effective. Virtually any employee would agree that some </p><p>development opportunities are better than none at all. </p><p>Since job seekers are looking for better training from </p><p>employers, we wanted to know what types of training they </p><p>consider better. We found that</p><p>job seekers primarily want employers to provide or subsidize formal continuing education and certification programs. </p><p>Development Program Rating from 15</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Management</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Weve all heard the old saying employees dont leave companies, they leave managers. </p><p>Sometimes, its true! When a manager and an employee dont play </p><p>well together, the entire company suffers. </p><p>So, lets dive into the type of manager the job seekers want. </p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Management</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Job seekers want their manager to be their mentor</p><p>How Job Seekers Want to Be Managed</p><p>0.0%</p><p>Authoritative Manager</p><p>5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0%</p><p>Democratic Manager</p><p>Entrepreneurial Manager</p><p>Hands-on Manager</p><p>Flat Organization(few or no middle management)</p><p>Coach or Mentor</p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>Do you already have management with a strong mentoring style? Consider </p><p>posting a video of your stellar managers speaking about their approach to </p><p>management on your career portal. Job seekers will respond well to their </p><p>sincerity and feel as though they are already part of the family.</p><p>While job seekers generally prefer mentoring managers, not all do and it is not </p><p>possible to hire only one type of manager. To minimize negative consequences </p><p>associated with manager/employee personality conflict, try introducing </p><p>department managers earlier in the recruitment process. For example, include </p><p>department managers pictures, a brief bio, and tips on their management style/</p><p>expectations on your companys career portal or onboarding portal. </p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Physical Environment</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Finally, a companys physical environment is more than just a collection of work spaces, storage places, and chairs. </p><p>It sets physical parameters for the way employees execute on </p><p>the companys values, beliefs, and objectives, and therefore should </p><p>be matched to the kind of culture an organization </p><p>wants to develop. </p><p>So, what type of physical environment does top talent want?</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Physical Environment</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>0.0%</p><p>5.0%</p><p>10.0%</p><p>15.0%</p><p>20.0%</p><p>25.0%</p><p>30.0%</p><p>As a whole, job seekers are open to a variety of company sizes. </p><p>continued</p><p>Preferred Employer Size</p><p>Small Business (51500 employees)</p><p>Medium Company (5014,999 employees)</p><p>Very Small Business (up to 50 employees)</p><p>Any Size</p><p>Large/enterprise company (more than 5,000 employees)</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Physical Environment</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>As a whole, job seekers are open to a variety of company sizes. </p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>When communicating your company culture through your employment </p><p>branding on your career portals, leverage your company size to attract </p><p>candidates that are a good fit for your organization. For example, larger </p><p>businesses may focus on availability of resources to support employee career </p><p>development while smaller businesses with fewer resources may choose to </p><p>focus on cohesive relationships and mentoring opportunities available in a </p><p>smaller organization. </p><p>Candidates are open to virtually any size organization, but you may notice a </p><p>slightly higher interest in smaller businesses. Even if you are a large organization, </p><p>play up the departmental or team cultures that will provide smaller-scale, </p><p>individualized support to employees as part of your hiring and onboarding </p><p>process. A personalized onboarding process that introduces the new hire to his </p><p>or her team will do a lot to make sure the new hire feels welcome.</p><p>Large/Enterprise(more than 5,000 employees)</p><p>Medium(501 - 4,999 employees)</p><p>Small(51 - 501 employees)</p><p>Very Small(up to 50 employees)</p><p>0.0%5.0%</p><p>10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%</p><p>Preferred Employer Size by Age</p><p>1829 Years</p><p>Large: 27%Medium: 24%</p><p>Small: 24%Very Small: 24%</p><p>Large: 15%Medium: 21%</p><p>Small: 39%Very Small: 26%</p><p>Large: 12%Medium: 19%</p><p>Small: 36%Very Small: 34%</p><p>Large: 10%Medium: 25%</p><p>Small: 31%Very Small: 35%</p><p>3044 Years 4560 Years &gt; 60 Years</p><p>continued</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Physical Environment</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Job seekers prefer an open office floor plan where employees can collaborate without physical barriers. </p><p>How Does Your Company Stand?</p><p>Were Great! Uh Oh!</p><p>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.</p><p>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.</p><p>Cubicle Open Office(all employees work in an openoffice with no walls or cubicles)</p><p>Shared Office(at least two people</p><p>share an office space)</p><p>Team Office(semi-enclosed work space for</p><p>a small group collaboration)</p><p>0.0%5.0%</p><p>10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%</p><p>Preferred Floor Plan by Age</p><p>1829 Years</p><p>Cubicle: 13%Open Office: 47%Shared Office: 6%Team Office: 34%</p><p>Cubicle: 13%Open Office: 47%</p><p>Shared Office: 11%Team Office: 29%</p><p>Cubicle: 23%Open Office: 45%Shared Office: 2%Team Office: 30%</p><p>Cubicle: 15%Open Office: 39%Shared Office: 6%Team Office: 39%</p><p>3044 Years 4560 Years &gt; 60 Years</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p> Communicating Your Culture</p><p>2014 iCIMS Inc. All Rights Reserved.</p><p>Our research has shown that a companys career portal speaks volumes to candidates. </p><p>In the previous pages weve seen that company culture has a </p><p>significant impact candidates decision to apply. With that, it is </p><p>imperative that companies clearly communicate their company </p><p>culture to job seekers.</p></li><li><p>2014 iCIMS Inc. All Rights Reserved.</p><p> Communicat...</p></li></ul>