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I signed up for
eHarmony:
What dating
sites can teach
HR
So I signed up for
eHarmony…
WHY?
Why people go on dating sites?
1. To save time and increases
access to a pool of potential
mates
2. To find the love of
th...
Whys and HR Hiring Goals:
1. Decreased time &
cost in sourcing
2. Quality hires
Sourcing:
Quality Hires:
Killing Two Birds
with One Stone
Whys and HR Hiring Goals:
1. Decreased time &
cost in sourcing
2. Quality hires
How?
• Assessment: both parties take
• Email with matches
• Opportunity to ask more questions and view
profile
• Reaching ...
Assessment: Both Parties Take
Email with Matches
Opportunity to Ask More Questions
and View Profile
Reaching Out for Next Step:
The Date
What we can learn
from & adopt from
the sites hows?
Organizational Fit Matters!
“Those who fit well with the
[organizational] culture stayed longer,
were promoted faster, and
demonstrated greater commit...
Values  Culture  Behaviors
List of continuums of values-
what you need to assess on based on
how culture is defined in organizations
I am working on
...
1. Define and Assess
Behaviors
“Adventurous”
“Bossy”
“I prefer a work
environment that has
strict rules and
regulations.”
No thank you…
Turnover down 50+%
But remember…
Assessment: Both Parties Take
2. Define & assess
your non-negotiables
Do you smoke?
Will you marry a smoker?
Why?
Keeps you from
getting lost in shiny
things that don’t
lead to long term
compatibility!
What else can
we do to make
better matches?
Best practices/innovative
ideas in selection:
• Realistic Job Previews/ Virtual Job Tryout
• Competition Based Hiring
• Im...
OR…
Just check out the
back of their car…
http://horizonpointconsulting.com/blog3
/item/would-you-hire-someone-based-
on-their...
256.227.9075
P.O. Box 1014 Decatur, AL 35602
Mary Ila Ward,
SPHR/ SHRM-SCP
The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match
The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match
The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match
The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match
The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match
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The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match

The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match presentation for the Alabama SHRM 2015 Conference

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The Roller Coaster of Love: What eHarmony.com Can Teach Us About Finding Our Perfect Employee Match

  1. 1. I signed up for eHarmony: What dating sites can teach HR
  2. 2. So I signed up for eHarmony…
  3. 3. WHY?
  4. 4. Why people go on dating sites? 1. To save time and increases access to a pool of potential mates 2. To find the love of their life- Marital Bliss
  5. 5. Whys and HR Hiring Goals: 1. Decreased time & cost in sourcing 2. Quality hires
  6. 6. Sourcing:
  7. 7. Quality Hires:
  8. 8. Killing Two Birds with One Stone
  9. 9. Whys and HR Hiring Goals: 1. Decreased time & cost in sourcing 2. Quality hires
  10. 10. How? • Assessment: both parties take • Email with matches • Opportunity to ask more questions and view profile • Reaching out for next step- the date
  11. 11. Assessment: Both Parties Take
  12. 12. Email with Matches
  13. 13. Opportunity to Ask More Questions and View Profile
  14. 14. Reaching Out for Next Step: The Date
  15. 15. What we can learn from & adopt from the sites hows?
  16. 16. Organizational Fit Matters!
  17. 17. “Those who fit well with the [organizational] culture stayed longer, were promoted faster, and demonstrated greater commitment to the firm. Interestingly, these outcomes of person-culture fit mattered more for performance than did the more typical person-job fit we think of which is how people’s knowledge, skills and abilities fit the specific job.”
  18. 18. Values  Culture  Behaviors
  19. 19. List of continuums of values- what you need to assess on based on how culture is defined in organizations I am working on these, you don’t have to do anything with this slide- I’ll add
  20. 20. 1. Define and Assess Behaviors
  21. 21. “Adventurous”
  22. 22. “Bossy”
  23. 23. “I prefer a work environment that has strict rules and regulations.”
  24. 24. No thank you…
  25. 25. Turnover down 50+%
  26. 26. But remember…
  27. 27. Assessment: Both Parties Take
  28. 28. 2. Define & assess your non-negotiables
  29. 29. Do you smoke? Will you marry a smoker?
  30. 30. Why? Keeps you from getting lost in shiny things that don’t lead to long term compatibility!
  31. 31. What else can we do to make better matches?
  32. 32. Best practices/innovative ideas in selection: • Realistic Job Previews/ Virtual Job Tryout • Competition Based Hiring • Improve your interviews • Actually do a real reference check
  33. 33. OR…
  34. 34. Just check out the back of their car… http://horizonpointconsulting.com/blog3 /item/would-you-hire-someone-based- on-their-bumper-sticker-s
  35. 35. 256.227.9075 P.O. Box 1014 Decatur, AL 35602 Mary Ila Ward, SPHR/ SHRM-SCP

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