Pro Orgs’ Post

Hiring for Fit vs. Potential: Can You Have Both? When we think about hiring, we often find ourselves in a tug-of-war between cultural fit and growth potential. On one hand, we want someone who seamlessly meshes with our team—a "fit" who understands the culture and brings synergy. But on the other, we crave potential: someone who can rise, adapt, and lead us into the future. Here’s the secret: 🎯 With The Predictive Index (PI), this isn’t an either/or decision. You can have both. PI empowers organizations to go beyond gut feelings and resumes. It’s a science-backed approach that lets us see who a candidate is at their core, helping us determine not just if they’ll succeed in today’s team, but if they’re built to thrive as the organization evolves. So how does it work? Using PI’s behavioral and cognitive insights, we can map out: 🔹Cultural Alignment: Understand the candidate's working style, values, and motivators to ensure a seamless team fit. 🔹Growth Indicators: See how their strengths align with future roles, offering a lens into how they’ll handle new challenges and scale their impact. Imagine the possibilities of a team where everyone is not only where they belong today but positioned for tomorrow. In today’s fast-changing landscape, adaptability is as crucial as compatibility—and PI bridges that gap. 🌉 When you invest in fit and potential, you’re not just building teams. You’re creating a culture of empowered growth. 👥 Are you ready to redefine your hiring strategy? Explore how PI can help you strike this perfect balance and build a future-ready team that performs and transforms. https://lnkd.in/gHmPWFJ8 #Hiring #PredictiveIndex #TalentStrategy #FutureOfWork #TeamFit #GrowthPotential #Leadership

Culture Fit or Culture Add? How PI Helps You Build Diverse Teams That Strengthen Company Culture 🌍💼 Imagine walking into an office where every person looks and thinks the same way. Conversations flow smoothly, but what about innovation? 🤔 Not so much. It feels comfortable, but there’s something missing. Now, think of a team where different perspectives arise & mostly collide—where the magic happens not because people fit into a mold, but because they add something new. 💡✨ This is the real power of diversity. When we think of building teams, we often talk about “culture fit.” It’s a phrase that sounds good on the surface—hiring people who seamlessly blend into the existing environment. But fitting in doesn’t always mean moving forward. 🚀 Sometimes, what leaders really need is a “culture add”—people who challenge the status quo, bring fresh ideas, and help shape a stronger company culture. 🔄 Hence, having the right team’s mission is not enough. You need to know who would excel, balance, or block its performance and achievements. 🎯 Predictive Index Behavioral Assessment is not just another tool for matching candidates with job descriptions. It’s a way to understand what drives people, how they behave under different conditions, and—most importantly—how they can contribute to your department or organization’s evolving and changing culture. 🧠 PI takes a human approach, allowing you to see beyond resumes and traditional interviews. In just six minutes ⏱️, it helps you uncover the unique qualities that each candidate brings to the table, enabling you to build teams that are not only diverse but also cohesive. Teams that don’t just fit the culture but add to it. 🌱🤝 Every change in team size brings a new set of personalities and dynamics. 🔄 At Future Match HRC, we’ve been partnering with The Predictive Index here in the GCC for over two decades to help leaders and companies like yours make smarter hiring decisions. 🤝 Curious about how PI can transform your team? Try our 6-minute PI Behavioral Assessment today and start building a culture that thrives on diversity! 🌟 👉 Learn more: https://lnkd.in/dXeiHmd #CultureAdd #DiversityAndInclusion #TeamBuilding #LeadershipDevelopment #PredictiveIndex #BehavioralAssessment #CompanyCulture #FutureOfWork #SmartHiring #LeadershipExcellence #TalentOptimization #HRStrategy #FutureMatchHRC #InclusiveLeadership #DiverseTeams

Want to improve your workplace culture? Adopt a skills-first approach! This Forbes article highlights the positive impact of focusing on skills in hiring and development rather than relying solely on traditional criteria – such as educational background, degree and institution. This selective approach limits the openness needed to build a diverse talent pool and can create unnecessary hierarchies. Those without the ‘right background’ may not make it through the hiring process, or may feel excluded if part of a company that clearly differentiates talent according to these preferences. While specific qualifications are needed to perform certain roles, it’s important to reassess whether your overall approach is based on essential criteria or assumptions about what defines talent. Shifting to a skills-based approach broadens perspectives, unlocks potential, and strengthens company culture by promoting inclusion, a key lever of motivation, productivity and innovation. For companies aiming to create a positive social impact, it starts within. A skills-first mindset helps break down social barriers and builds more inclusive teams. Organisations embracing this approach create a workplace where employees feel valued for their contributions, leading to higher rates of engagement, growth, and retention, building longer-term company success. #skillsfirst #inclusiveworkplace #talentdevelopment #workplaceculture #diversity #inclusion #innovation #engagement #HRLIVE https://lnkd.in/e9V5EBXW --------------------- HR LIVE culture experts offer coaching and consulting services to comprehensively drive organisational culture through the levers of Leadership, Innovation, Values and Engagement. Reach out to learn more.

To hire internally or externally? It's a dilemma every executive faces at some point. Do you go with an internal candidate—someone you see potential in, who understands the culture, and whose working style you already know? Or is it time to bring in fresh perspectives and ideas? So, what's a boss to do? First, take a breath and don't rush. Diving headfirst could lead to a poor fit, disrupt company culture, and increase turnover rates. Before making any decision, consider the following: - Skills and capabilities: Lacking necessary skills within your team? An external hire might be the superstar you're looking for, equipped with the expertise your role demands. - Succession planning and employee development: Promoting from within supports employee growth and retention. It shows you believe in that employee and want to see them succeed. - Time & Cost: External hires may hit the ground running, but promoting from within saves onboarding time and expenses. - Diversity & Fresh perspectives: External hires can bring new ideas, spur innovation, and increase diversity. - Organizational culture and values: Hiring internally can help maintain your organization's culture and values. External hires may bring new perspectives but could disrupt the current culture if not properly onboarded. Even before the hiring process starts, we need to be intentional. Your workplace culture is reflected in how you hire, promote, and retain employees. A healthy workplace culture will make any hiring process easier and more successful. Stay tuned later this week as we unveil 7 strategies for preserving ACHIEVE's company culture throughout the hiring stage, whether internal or external. Have you grappled with the internal vs. external hiring conundrum? Share your insights or handy tips in the comments! Don't forget to check out the link to our email newsletter in the comments, so you can receive ACHIEVE insights weekly, straight to your inbox.

Do you recruit to create your culture, or do you recruit for your culture? It’s a question every forward-thinking organisation needs to ask. When you recruit to create a culture, you’re curating a fresh environment—bringing in new ideas, diverse perspectives, and innovative ways of working. You’re actively shaping the culture as the business evolves, ensuring it reflects the aspirations of your organisation, not just its current state. On the other hand, when you recruit for your culture, you're seeking alignment. You're hiring those who already embody the values, behaviors, and mindsets that your organisation stands for today. It creates consistency, stability, and reinforces the identity that already exists. Which approach is right? It depends on your goals. If you’re a growing company eager to innovate and adapt, perhaps it’s time to build with your employees, creating a culture that reflects the future you envision. On the other hand, if maintaining core values and continuity is key, then hiring for your existing culture might be your path to long-term success. Ultimately, neither is inherently right or wrong. The best strategy may even be a blend of both—infusing fresh perspectives while keeping the essence of what makes your company unique. #culture #recruitment #people #HR

Don't let your employer brand be the thing that keeps your company from attracting the talent it needs to thrive. Read these tips from Benepass CEO Jaclyn Chen to learn what it takes to build a strong employer brand 👇 #EmployerBrand #EmployeeExperience #Recruitment

🌟 5 Strategies to Retain Top Talent and Become a Magnet for Greatness 🌟 Attracting top-tier talent is essential, but retaining them is what builds a powerhouse organization. How can your company become the irresistible force that keeps great employees hooked? 🚀 Here’s how: ✅ Create a supportive environment: Flexibility, inclusivity, and genuine care make a workplace irresistible. ✅ Promote work-life balance: Show employees they can grow professionally and thrive personally. ✅ Start mentorship programs: Foster growth and connections that inspire loyalty. ✅ Recognize achievements: Celebrate milestones to motivate and engage your team. ✅ Encourage open communication: Build trust with transparency and active listening. Retention isn't just about holding onto talent; it's about cultivating a culture so magnetic that new talent can’t resist joining. ✨ This insightful article is written by Andre Oentoro, founder of Breadnbeyond, an award-winning explainer video company. Andre helps businesses boost conversions, close more sales, and achieve positive ROI through powerful explainer videos. 📖 Read the full article for more tips! https://lnkd.in/ebH2w5Cv #EmployeeRetention #TalentMagnet #LeadershipTips #WorkplaceCulture

What do companies that have the brightest talent flocking to their job boards have in common? Their compensation strategy, company culture, and professional growth opportunities might look different, but the one thing they all share in common is a positive employer brand. Every company has an employer brand, whether they actively work on it or not. Here are 4 tips for making sure yours is a strong one: 1. Focus on retention: You might be tempted to focus on selling your employer brand to job candidates, but it's equally important to think about how you're engaging current employees in every interaction, from performance reviews to team meetings to acts of recognition, and more. 2. Involve multiple teams: Your HR team is not the only team responsible for your employer brand. Marketing, talent acquisition, C-suite leadership, and employees in customer-facing roles all help shape your employer brand. Involve these stakeholders in the process to garner support and buy-in. 3. Collect employee feedback: Go straight to the source by actively soliciting feedback from employees through anonymous employee surveys, focus groups, one-on-one meetings, and exit interviews. This will help you identify areas where your employer brand is lacking so you can make improvements and address negative feedback before it's too late. 4. Prioritize transparency: Don't sugarcoat the imperfections. Honesty builds trust with potential candidates and demonstrates authenticity. Highlight transparency by sharing details of the problems you've identified and your plans to improve them and encouraging open dialogue between employees and leaders. Check out our blog at the link in the comments to learn more about crafting a top-notch employer brand. #EmployerBrand #EmployeeExperience #TalentAcquisition #Retention

🚀 Why Hiring Culture Should Be Your #1 Priority 🚀 📢 Just finished reading this article by Social Talent on the importance of hiring culture! One key takeaway: Hiring is a team sport! 🏈 When everyone actively participates in the process, the risks of making a costly bad hire significantly drop. Plus, a unified hiring approach offers so many other benefits: 🌍 Drive for diversity and inclusion 🎯 Reduction in bias 👍 Better candidate experience 🚀 Enhanced employer brand When everyone is aligned, engaged, and shares a common purpose, it helps you not only find but also attract the right talent. Having the right people enables your company to be more agile, innovative, and competitive. Check out the full article to learn more! 📚 [Link to the article] #HiringCulture #Teamwork #TalentAcquisition #DiversityAndInclusion #EmployerBranding #Recruitment

🌟 A company's DNA lies in its culture 🌟 Dear HR Directors and Human Resources Professionals, Corporate Culture: We are all aware of its importance, but how much of its impact on our organizations is measured? It's not just a buzzword, it's the very heart of what defines a company, guides our actions, influences our decisions, and shapes our collective identity. But are you sure that we are effectively taking it into account in our HR practices? It starts with an understanding of what company culture really is. It's not just the values written on a wall or in sentences in a welcome manual. Company culture is what employees experience on a daily basis, it's the atmosphere in the hallways, it's the way we interact with each other, and most importantly, it's what attracts and retains our talent. The real question is: how do we measure this culture? How can we quantify, evaluate, and nurture it? Here are some traditional tracks: 1️⃣ Job interviews: Beyond technical skills, interviews should assess the alignment of the candidate's values with those of the company. Ask open-ended questions about this topic. 2️⃣ Surveys and feedback: Conduct regular surveys of your employees to measure their perception of the company culture. 3️⃣ Observation and immersion: There is no substitute for direct observation of life in a company. Take the time to immerse yourself in the different departments, attend meetings and interact with employees. 4️⃣ Performance indicators: Corporate culture has a direct impact on the company's performance. Analyze data such as retention rate, employee engagement level, and customer satisfaction to assess the effectiveness of your culture. And you and your company, do you measure Culture? Do you have a definition of Culture in your company that corresponds to the reality experienced by all employees? Measuring company culture isn't easy, but it's a must-have step in creating fulfilling and high-performing work environments, with more engaged and high-performing employees. As HR professionals, we have a duty to ensure that our practices truly reflect the values and culture of our organizations. Technology can help you reveal the true culture of your company and the level of alignment of your employees with your culture. FITME.JOBS is for you in this case. And you, how do you measure the corporate culture in your organization? Share your best practices in the comments! #companyculture #workvalues #culturekpi #talentacquisition