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a Research eBook by: Why Would I Want to Work for You ? Job Seekers Offer Guidance on How to Position Your Company Culture to Attract the Best Hires ©2014 iCIMS Inc. All Rights Reserved.

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a Research eBook by:

Why Would IWant to Workfor You?Job Seekers O�er Guidanceon How to Position Your CompanyCulture to Attract the Best Hires

©2014 iCIMS Inc. All Rights Reserved.

©2014 iCIMS Inc. All Rights Reserved.

Culture

In the most simple terms, a company’s culture is the “personality” of

the organization from the employee’s—or potential employee’s—

perspective. It is defined by the way employees execute on a company’s

values, beliefs, and objectives as individuals and as a team. Most

employees have little control over the culture. Ultimately, the company’s

management team is responsible for setting the tone of company’s

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.

Culture

First, 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 company’s 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 Market

ORIENTATION Collaborative Creative Controlling Competing

LEADER TYPEFacilitator Mentor Team builder

Innovator Entrepreneur Visionary

Coordinator Monitor Organizer

Hard driver Competitor Producer

VALUE DRIVERSCommitment Communication Development

Innovative outputs Transformation Agility

Efficiency Timeliness Consistency and uniformity

Market share Goal achievement Profitability

THEORY OF EFFECTIVENESS

Human development and participation produce effectiveness

Innovativeness, vision, and new resources produce effectiveness

Control and efficiency with capable processes produce effectiveness

Aggressively competing and customer focus produce effectiveness

Clan Adhocracy Hierarchy Market

Source http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf

©2014 iCIMS Inc. All Rights Reserved.

Culture

Job 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 Culture

Clan Culture48.6%

21.4% Adhocracy Culture

Hierarchy Culture11.0%

19.0%

How Does Your Company Stand?

We’re 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? Don’t 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.

Culture

In order to better define job seekers’ preferred company culture, let’s dive

into job seekers’ preferred perks, management styles, and company/office

physical attributes.

Let’s start by looking at employment perks. You’ll 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 Perks

from most to least important

continued

1 2 3 4 5 6 7 8 9 10 11 12

1. Retirement plan

2. Flexible schedule

3. Job/skills training and development

4. Company’s reputation for modern processes, management & technology

5. Mentoring program

6. Tuition reimbursement

7. Environmental/community/ volunteering program

8. Employee discount programs

9. Transportation benefits

10. Gym or exercise membership or facilities

11. Free refreshments/ free meals

12. On-site daycare or daycare reimbursement

©2014 iCIMS Inc. All Rights Reserved.

Culture

How Does Your Company Stand?

We’re 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.

RetirementPlans

FlexibleSchedules

CareerDevelopment

ModernProcesses

Most Popular Employee Perks

continued

©2014 iCIMS Inc. All Rights Reserved.

Culture

How Does Your Company Stand?

We’re 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 you’ve made!

Are You Satisfied with the Career Development Programs through Your Employer?

Yes, my employer provides excellent training and development programs internally

No, my employer’s training and development programs (internal or external) are not very useful

My employer does not offer any form of career training or development for employees like me

Yes, my employer pays for me to attend very useful training classes from external providers

33%

23%

27%

17%

Considering how important career development and skills training is to job seekers, we were surprised to find that

50% of employees report insufficient career development/training from their current employers.

©2014 iCIMS Inc. All Rights Reserved.

Culture

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

1

2.532.14 2.13 2.11 2.08 2.06 1.95

2

3

4

5

1 2 3 4 5 6 7

How Does Your Company Stand?

We’re 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 that

job seekers primarily want employers to provide or subsidize formal continuing education and certification programs.

Development Program Rating from 1—5

©2014 iCIMS Inc. All Rights Reserved.

Management

©2014 iCIMS Inc. All Rights Reserved.

We’ve all heard the old saying “employees don’t leave companies, they leave managers.”

Sometimes, it’s true! When a manager and an employee don’t play

well together, the entire company suffers.

So, let’s dive into the type of manager the job seekers want.

©2014 iCIMS Inc. All Rights Reserved.

Management

©2014 iCIMS Inc. All Rights Reserved.

Job seekers want their manager to be their mentor

How Job Seekers Want to Be Managed

0.0%

Authoritative Manager

5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0%

Democratic Manager

Entrepreneurial Manager

Hands-on Manager

Flat Organization(few or no middle management)

Coach or Mentor

How Does Your Company Stand?

We’re 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 company’s career portal or onboarding portal.

©2014 iCIMS Inc. All Rights Reserved.

Physical Environment

©2014 iCIMS Inc. All Rights Reserved.

Finally, a company’s 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 company’s 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 Environment

©2014 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.

continued

Preferred Employer Size

Small Business (51—500 employees)

Medium Company (501—4,999 employees)

Very Small Business (up to 50 employees)

Any Size

Large/enterprise company (more than 5,000 employees)

©2014 iCIMS Inc. All Rights Reserved.

Physical Environment

©2014 iCIMS Inc. All Rights Reserved.

As a whole, job seekers are open to a variety of company sizes.

How Does Your Company Stand?

We’re 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 Age

18—29 Years

Large: 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%

30—44 Years 45—60 Years > 60 Years

continued

©2014 iCIMS Inc. All Rights Reserved.

Physical Environment

©2014 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?

We’re 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 company’s physical environment accurately reflects the company’s personality. There are individuals who prefer each type of environment, so by including that environment in your employment brand, you’ll 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 people

share an office space)

Team Office(semi-enclosed work space for

a 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 Age

18—29 Years

Cubicle: 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%

30—44 Years 45—60 Years > 60 Years

©2014 iCIMS Inc. All Rights Reserved.

Communicating Your Culture

©2014 iCIMS Inc. All Rights Reserved.

Our research has shown that a company’s career portal speaks volumes to candidates.

In the previous pages we’ve 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 Culture

©2014 iCIMS Inc. All Rights Reserved.

78% of job seekers agree

that the look and feel of

a company’s career portal

is moderately to highly

important to their decision

to apply for a job.

How Does Your Company Stand?

We’re 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 candidate—can 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 10

On a scale of 1—10, candidates rated how important the professionalism, look, and feel of a company’s 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

©2014 iCIMS Inc. All Rights Reserved.

Communicating Your Culture

©2014 iCIMS Inc. All Rights Reserved.

Each day more job seekers are applying for jobs using mobile devices.

How Does Your Company Stand?

We’re 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, you’re 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.

Des

ktop

Usa

ge

Mob

ile U

sage

70%

Jan-13

Feb-13

Mar-13

Apr-13

May-13

Jun-13

Jul-1

3

Aug-13

Sep-13

Oct-13

Nov-13

Dec-13

Jan-14

Feb-14

Mar-14

80%

90%

0%

8%

16%

Candidate Desktop & Mobile Usage

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR

86% 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%

2013

Desktop

Mobile

2014

*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 2013-14

Conversion to apply via mobile has increased by 3,100%

Mobile bounce rate* is down by 69%

©2014 iCIMS Inc. All Rights Reserved.

Communicating Your Culture

©2014 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?

We’re 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 Applications

Source http://www.icims.com/hire-expectations-institute/for-employers/get-to-know-the-candidate/ebook_the-candidate-experience

Application too long

Required information was not readily available

Technical Difficulties

Uncomfortable with questions

13%

19%38%

30%

©2014 iCIMS Inc. All Rights Reserved.

The iCIMS Talent Platform automates and streamlines the talent lifecycles for industry-leading organizations around the world

To 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, you’ll 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 client’s 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 Insights

View More Free Resources at:www.icims.com/hiring-insights

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