FW: CORPORATE CULTURE

Aneree,

You might want to forward this to your colleague , Pooja

Dadu

From: Hemen Parekh [mailto:hcp@recruitguru.com]
Sent: 04 July 2017 11:55
To: akshay.s@ipredictt.com; rohit.v@ipredictt.com; 'mitchelle@3pconsultants.co.in'
Cc: nirmit@3pconsultants.co.in; Pradeep Bhalla; Hemant Juvekar; Prashant Sharma; hcp@recruitguru.com
Subject: CORPORATE CULTURE

Akshay / Rohit,

In one of our meetings , Mitchelle wondered :

“ How can some algorithm help us figure out , the culture fit ( index ? ) of a candidate with the culture of our client ? “

In this connection , you may also recall my requesting you to look up words marked in RED , ( also highlighted in YELLOW ) in 7 / 8 “ Stories “ at :

http://hcplntstory.blogspot.in/2016/03/ramesh-d-grover.html

I wonder if you have thought about this ( possibility ) “ INDEX “

Here is my suggestion to develop such an INDEX ( though , it may look , a bit contrived / crude )

STEP #  1

We get the client HR Manager, to “ tick “ words from the following list , which , in his opinion , best describe their CORPORATE CULTURE

We could even ask him to “ rate “ each keyword on a scale of 1 to 5 ( 1 denoting “ least representative “ and 5 denoting , “ perfectly fitting / describing “ ) . Then compute some OVERALL INDEX

This could be a part ( B ) of Job Description

#   CORPORATE SUCCESS

Largest  /  Most Established / Fastest Growing / Entrepreneurial  / Traditional / Highly respected / Technology Leader / Most Innovative / Market leading / Service Driven

#   CULTURAL SUCCESS

Smart / Diverse / Hardworking / Motivated / Team player / Friendly / Loyal / Happy / Fun / Flexible / Serious / Dedicated / Ambitious / Collaborative / Independent

Note : I have picked these words from book “ Recruiting on the Web “ ( Author : Michael Foster / page 14 )

My own note on this page reads ( 22 July 2003 ) :

Our “ Customizable “  MASTER , should provide a set of “ Key Sentences “ , instead of “ Key words “

STEP  #  2

Here there can be several options such as,

·         Getting the candidates to “ Self Rate “ themselves , against these keywords ( expect every one to rate himself HIGH ! )

·          

·         Getting our consultants to “ Rate “ each candidate ( along each keyword ) , during interview ( telephonic or across the table ) .

A bit tricky to reach a judgement , based on a few sentences uttered by the candidate ! This would also require “ Standardizing “ of certain “ Questions “ , which bring out that candidate’s character !

·         Using the Keywords found in his resume which are “ indicative “ of his “ culture “ . Once again , this would require our consultants to reach a consensus and create some kind of MASTER LIST , as to ‘ which ‘ keyword is representative of “ which “ culture

·          

All of this may sound somewhat esoteric but it is certainly better than nothing !

And it is a one time “ Seeding Effort “

I have a feeling that , if our consultants take the trouble to write down ( say ) 25 “ RULES “ ( IF this , THEN that ), which ESTABLISH some correspondence between Keywords and the INDEX , machine learning , may over a period of time , discover / come up with many more rules !

This is the only way , we can stop others ( competitors ) making us obsolete !

Take time out to read :

https://www.linkedin.com/pulse/recruitment-industry-die-2018-oleg-vishnepolsky?trk=v-feed&lipi=urn%3Ali%3Apage%3Ad_flagship3_feed%3BlGHqSbk9FZZ67FTY1XUljg%3D%3D

hcp