• How effective is your recruiting strategy to attract, nurture and hire culturally aligned talent?

 Big Picture Consulting delivers customized talent acquisition strategies that solves your hiring dilemmas by empowering companies to build, engage and nurture a thriving talent funnel, that enables you to compete for top talent and achieve your hiring objectives.

Meeting the demands of your hiring objectives can be an uphill battle. As your dedicated talent partner, we listen to your business objectives and unique recruiting challenges to understand your hiring initiatives and develop a targeted talent strategy that attracts, engages and nurtures all-star culturally aligned talent while building trust in your employment brand.

Our process begins by assessing your current talent strategy to identify gaps. Next, we research and propose an enhanced, customized talent strategy with targeted resources and advise on recruitment marketing best practices that creates candidate awareness, increases candidate applications, nurtures relationships and builds robust talent funnels.

Our talent acquisition solutions include:

• Culture assessment & analytics: Hire for predictive success

• Recruitment Marketing Consulting

• Talent Communities

Do you want to enhance your current talent strategy and build a respected employment brand?

Send us an email today to schedule an appointment.

What is corporate culture?

Corporate culture can be defined as, “The behaviors, motivators, values, and work styles of a team, a group of teams and/or an organization as a whole.”

Why is culture important and what impact does culture have on your organization?

Culture is important to the success of your organization because it exerts strong influence over issues such as employee engagement, retention, productivity and profitability. In addition, it shapes your employer brand, affects recruitment and retention, helps drive customer satisfaction, and influences relationships with suppliers.

How important is culture?

Four-fifths (80%) of HR professionals that participated in a recent HR.com survey think corporate culture is either very important or important.

Why does HR view culture as crucial?

The Harvard Business Review article, “The Leader’s Guide to Corporate Culture” notes that culture is key to a number of other performance-determining factors: 

• Selecting and developing successful leaders

• Ensuring the success of mergers and acquisitions

• Prioritizing learning to promote agility and innovation

• Aligning with strategy

• Creating a shared sense of purpose 

Common culture misconceptions:

Most organizations fail to evaluate culture as it pertains to the majority of employees or individual preferences, the inter-workings of teams and bringing new talent into the organization. Some experts argue that culture management is typically a top-down approach, with “culture” being defined by a narrow group of executives at the top and then “communicated down” the hierarchy to the organization.

Some typical culture misconceptions are:

• Culture is formed from the top down from executives.

• Every company has only one culture.

How do you measure culture?

The problem is, most organizations do not know how to measure culture well, and HR is not very familiar with culture across different departments. Many companies also lack a formal definition/description of the primary culture. It is also possible that a lack of cultural measurement tools is impeding HR’s understanding of subcultures. Without definitions and metrics, culture may be viewed as an amorphous “intuitive feeling” that HR professionals and executives have about their organizations. You won’t know what your org culture and team subcultures are, and how they’re impacting your company until you measure it.

Our solution

To measure your culture, at both the team and org level, we utilize a scientifically proven 12 min self-assessment and analytics platform, that leverages behavioral science and data analytics. Measuring and analyzing culture will improve engagement across your entire workforce and helps you to “recruit for culture fit” and predictive success.

Additional benefits:

• Align your culture to strategy at every level

• Increase team productivity

• Proven ROI: Lower employee turnover

• Streamline your interview process

• Take the subjectivity out of your hiring process

• Hire for predictable performance and culture fit

Only when you measure your culture at every level of your organization will you uncover talent insights and culture analytics, that can be leveraged to improve performance, engagement, and hiring. By measuring your culture you’ll also gain insights about each individual’s behaviors, motivators and ideal work styles and can then apply those insights to every aspect of the employee lifecycle and help make faster and more effective hiring decisions. 

Discover today how easy it is to measure your culture.

You might be asking yourself, what is a Talent Community?

A Talent Community is a social recruiting method that enables an employer to build an opt-in private social network of passive candidates who are interested in learning about your company, culture, employment brand and future career opportunities. This is not to be confused with a talent pool, which is typically a stale candidate database of forgotten and outdated applicants trapped in an ATS or on a spreadsheet, with one sided communication flow that's controlled by the employer. In contrast, a talent community is an active, vibrant social talent network in which relationships and building trust matters, that's fostered by mutual ongoing communication and engagement between the employer and talent community group members.

In a thriving talent community, employers proactively engage and interact with group members in a two way conversation to build trusting relationships by transparently sharing company information and letting them peek inside your company through; news updates, notifications to group members about employment opportunities and invitations to participate in live information sessions that discusses corporate culture, career growth opportunities, daily life and what it's truly like to work at your company.

Employers typically segment their talent community members into subgroups for relevant personalized messaging because the interests of an engineer will not be the same as those of a sales rep or accountant. Relevant customized messaging to talent community subgroups is a best practice that encourages increased member participation, instills trust in group members, creates a sense of community and proactively shapes the positive perception of your employment brand.

So, what’s the big deal? Why do I need to create a Talent Community? Here are a few of the benefits...

With an active and engaged Talent Community you will:

• Build a just in time talent pipeline: Create a trusting environment for potential candidates to learn about your company, culture, employment brand and future employment opportunities.

• Super charge your employer referral program: Through building a trusting social network for candidate referrals.

• Be viewed by potential candidates as an innovative, forward thinking company and employer of choice.

• Build a private social network & own the data: In contrast to typical public social networks (FaceBook, Linkedin, Twitter, etc.) a talent community is a private opt-in social network in which you own all the contacts and relationships.

• Employment branding: Through transparency and personalized messaging you can proactively shape the positive perception of your corporate culture, values and reputation as an employer of choice.

• More personalized mutual communication between employer and passive candidates compared to social networks.(FaceBook, LinkedIn, G+)

Bottom line: If you’re not attracting, engaging and interacting with passive candidates by building an active talent community, your competitors are and they will consistently out perform you for top talent!

Take the next step now! Learn how to build a thriving Talent Community.