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Martyn BassettPresident & Founder
Peter Rajabian Vice President
Heidi Ram Executive Recruiter
Ali AlizadehRecruiting Supervisor
Mark Vukman Executive Recruiter
Lauryn BassettTalent Sourcer
Phylicia WalshOffice Manager
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What We’re Talking About

How to Test Cultural Fit During the Hiring Process

If the time has come within the evolution of your company that you have decided to bring on a new team member, it is imperative to consider looking beyond the candidate’s skills and experience and hire for cultural fit. Hiring for cultural fit refers to selecting prospects based on how well they reflect the values of your business and suit the overall work environment. These are the types of skills that cannot be trained. If the prospective employee doesn’t fit the mold in the first place, chances are you won’t be able to force it upon them once they start work – leading to issues building on the horizon.

Rather than having to wonder whether your candidate will mesh into your work environment, here are 6 ways to test for cultural fit during the interview process.

  1. How do they interact with other members?

When you are interviewing a potential employee, have them interact with multiple people to determine their culture fit within your company. But it’s not just getting along with people that will ensure their cultural fit. Introduce the interviewee to team members and observe how they handle themselves in the environment. Take into consideration that it does take a little bit of time to adjust to a situation, so no need to turn them down right away.

  1. Ask open-ended questions

By allowing the interviewee the opportunity to respond to these types of questions, you can start to see how they approach situations or how they’ve encountered meshing with team members in the past. If your company is one that values its creativity, open-ended questions can help you see if the candidate would fit in based on the answer they come up with.

  1. Compare them to other employees with similar traits/skills

Keep in mind that every employee deserves the chance to grow with a company in order to show their personality – but not all companies have that kind of time. Short track this process by asking them about their values and professional ideals in the interview. When the interviewee is answering, think about current or past employees who shared these values. How did they ultimately do with the company? This is a quick way to determine if a candidate will benefit or hinder the culture of your business.

  1. Do they show any understanding of your company culture?

A crucial part of the interview process is preparing for the interview in the first place. Candidates should do background research about the company in general but have they went a step further and looked into the company culture? Did they look into your online presence, activity in the news or social media? This extra step show initiative and shows the employer that you care about their company culture in the first place. If an interviewee takes these measures, chances are they will make a promising addition to your team.

  1. Are they consistent with culture requirements?

When looking at a candidate’s resume and comparing it to the person that you interview, how do their values line up? Consistency is key and ensuring it with values and professional ideals lowers the chances of you making a bad decision when hiring. A candidate who is consistent will raise few red flags and will bring great things to your company in terms of culture when given the chance.

  1. Know your culture

Before you start selecting candidates in line with your cultural framework you need to be attentive to what your culture is in the first place. When an interviewer is judging someone’s character, they need to be familiar with the ins and outs of the company, including its culture. By knowing exactly how everyone contributes to the business overall makes choosing a new hire easier and less risky.

But it isn’t always the best to place all your eggs in the “cultural fit” basket.

Although as a concept it doesn’t sound like a bad idea. Everyone wants to work in a friendly environment and many companies are moving toward monoculture. This is because some hiring managers have hopped upon the cultural fit bandwagon but are confusing the term with harmony and conformity. They often hire people who have similar backgrounds and behaviours but instead should be hiring based on complementary personalities and skill sets.

Assessing for cultural fit during the recruitment process will help with the overall cohesiveness in your company. Download our free eBook for more effective tips when evaluating and pulling the trigger on hiring sales talent.

Is Your Marketing Team the Architect of Your Customer’s Journey?

As more and more customers research and purchase products online, B2B connections are breaking down and digital marketing is now necessary to deliver a customer-centric experience. Today, a non-linear path, laid by self-driven exploration and spontaneous micro moments, often defines the customer’s digital journey. With the customer in the digital driver’s seat, they are the masters of online relationships and expect companies to be where they are, when they require support or service. Companies that haven’t begun mapping their customer’s digital journeys are left behind, while their competitors pave the road to bring customers their way.

customer journey

“Feelings have a critical role in how customers are influenced.” – David Freemantle

Do you know where your customers are?

Designing a digital journey for your customers begins with understanding all of the stages your customers go through when they come into contact with your brand. From researching to buying, to becoming an advocate for your company, your Marketing team needs to identify the 360-degree relationship building process that transforms leads into loyal customers. Research shows that mass-marketing is no longer effective, and that targeted, multi-channel and personalized approaches to relationship building is necessary to delivering the experience that today’s customers are looking for.

Why your CMO needs to take charge of the customer journey

To engage your customers at every opportunity, and to ensure that their experience is seamless and consistent, your CMO must reach across organizational boundaries to design the optimal customer experience. By working together with sales, IT, and product management, your CMO can map a 360-degree view of your customers to deliver the right messaging strategies to the right people, at the right time. Your digital marketing team will then use this information to design a lifecycle marketing approach to turn your leads into sales and your sales success into customer advocacy.

Build the talent needed for digital age marketing

To succeed in the age of digital marketing, your marketing team must have the expertise needed to deliver a better bottom line. These skill-sets include advanced analytics, online community expertise, digital advertising, SEO, digital content creation, email marketing and online media relations. While it’s important to develop your current employees, hiring someone with the right expertise is a vital investment in building your company to ensure you are present and relevant in the future.

Here’s how to know when you need to hire new talent and avoid missing the opportunities you need to strategically grow your business.

5 Skills to Set You Up for Success in 2016

With a New Year ready to roll off the calendar, it provides the quintessential review for all things personal and professional. Any competent motivational speaker or life coach will tell you that you don’t need a new digit added to the year to evolve as a person, you just have to make a conscious decision to do so at any given time. Talent you have naturally, skill is only acquired when you constantly beat on your craft. Today’s business leader needs to have an arsenal of skills, a strategic mindset and the driving effort to continually work on bettering themselves. The leaders of tomorrow are firing on all cylinders and have to be agile and creative now more than ever in this competitive landscape.

Everyone is a work in progress – so instead of looking at making radical shifts in how you operate, adopt a few slight changes daily until they manifest to the larger vision you hold yourself to. Here are 5 areas of emphasis to focus on in 2016.

1.Excellent time management skills

Remember the old adage, you don’t manage time, you manage yourself? A profound concept that often gets overlooked because folks are too focused on manipulating the hands on the clock instead of taking a critical look at themselves and being consciously aware of where their time and energy are being spent. Time is the new money – so use it wisely.

2.Adopt a critical mindset

Don’t just teach your children to read, teach them to question what they read – teach them to question everything. – George Carlin

The legendary comic hit the nail on the head, especially in this digital and information age where our attentions are commandeered daily, it can be difficult to sift through it all and come to your own logical conclusions. Learn to question everything, view all perspectives, where they are coming from and why – it will make you a better all-round decision maker.

Resist the pressure to view things in black and white or “us vs. them” terms. Learn to see the world in shades of gray and from different angles, viewpoints, and perspectives. – Steve Tobak, Entrepreneur contributor

3.Focus + get the work done

Focus and discipline have always been critical to success in just about any field, but these days, managing distraction has become harder for even the most disciplined among us. And that’s not likely to change any time soon. – Steve Tobak, Entrepreneur contributor

Deal with it, delete it or delegate it. The ‘triple D of productivity’ is a Godsend in this digital day. Social media, binge-watching television, the sea of online content, endless meetings – they all take their toll on your productivity. The most successful people in this world hold themselves accountable, have a powerful work ethic and know how to remain motivated and motivate others towards a common goal. Ideas are only a small part of the equation – you need to put one foot in front of the other and get it done. Don’t let procrastination override your system this year – because a goal without an action plan is a daydream.

4.Embrace failure

You can’t always win, but don’t be afraid of making decisions. Too many people view failure as a black mark on their existence, when in reality it’s an unbelievable learning opportunity waiting to be discovered – as long as you are aware of it, it’s cost-effective and you learn from the process.

Think of failure as the price of getting an education. – Scott Steinberg

5.Invest in yourself

One of the greatest returns on an investment you can make is the investment you make in yourself. Create an image of who you want to be, make the decision, write down how you will get there – and make it happen. Think in terms of tools, training and experience that will serve as a Launchpad to propelling you to your next level.

Above all else, keep your competitive spirit alive and well. Competition is what fuels our cultural evolution. So embrace it. Competition is how new technologies replace old ones, how startup companies become corporate giants, and how good performers become great ones. The sales environment emulates this competitive model, and can prove to be a difficult task to acquire and retain quality sales talent.

Master the art of hiring sales talent and download our free eBook now!

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Martyn and his firm are awesome at hiring salespeople and sales leaders. He pretty much staffed up our entire sales team at Eloqua.

We benchmarked him against the best, even local recruiting firms and we found that Martyn could bring on better people, with less yield loss, from Toronto.

Mark Organ
Co-founder & CEO, Influitive

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