AUGUST 2022 • Vol.10 • No.

08
(ISSN 2564-1964)

Great Minds
Don’t Think Alike:
Neurodiversity In
The Workplace
- Rajini McRae,
President, PureFacts

16
How To Craft A Dual
22
4 No-Cost Talent
28
5 Ways How
34
What Job-Hoppers
Purpose Offer Letter Acquisition Strategies Your Company Can Teach Us
That Is Creative And For The Tight Labour Should Deploy About The
Compliant Market Digital Workers Today Great Resignation
- Ben Tuttle, - Matt Parkin, Adopt the practices
- Alex Zekoff, that
- Nicky best
Garcea,
Cappfinity
Proliant, Inc FindWRK Thoughtful
suit your organization’s needs
 Talent Acquisition Excellence
INDEX AUGUST 2022 Vol.10 No.08
(ISSN 2564-1964)

08
Great Minds Don’t Think
Alike: Neurodiversity In
The Workplace
Learn how to recruit neurodiverse
people for your company

On the Cover - Rajini McRae,

President, PureFacts

Articles
09 CHRO Corner 24 Recruitment And Applying Is A Sales Job
Exclusive Interview With Marty Reaume, How to influence the right job offer or
Chief People Officer, Sequoia applicant
- Elinor Stutz, CEO, Smooth Sale

13 3 Tips To Leverage AI And Automation 31 How To Hire For Customer-Centricity

To Meet Recruitment Demands Amid
Recession Concerns
Recruiters are in an increasingly
competitive and uncertain market
- Ray Meiring, CEO and Co-Founder, QorusDocs
3 strategies to guide you and your company
to a more customer-centric future
- Heather Rollins, Vice President, Human
Resources, Alchemer

18 Hiring Top Performers Post

Covid Recovery
How to identify top performers during a
hiring process
- Steven Rosen, President, STAR Results
Top Picks INDEX
16
How To Craft A Dual Purpose Offer
Letter That Is Creative And Compliant
A compliant offer letter promotes company
culture and helps you find the best talent
- Ben Tuttle, Product Manager with Proliant, Inc

22
4 No-Cost Talent
Acquisition Strategies For
The Tight Labour Market
Online job postings alone won’t cut it
anymore
- Matt Parkin, Business Development Lead, FindWRK

28
5 Ways How Your Company Should Deploy
Digital Workers Today
Digital workers (smart software robots) can help
carry the load, without burning out employees
- Alex Zekoff, CEO and Co-Founder, Thoughtful

34
What Job-Hoppers Can
Teach Us About The Great
Resignation
Surprising new data about early job
quitters might be the key to solving
mass workplace departures
- Nicky Garcea, Co-Founder and Chief
Customer Officer, Cappfinity

Editorial Purpose
Our mission is to promote personal and
professional development based on
constructive values, sound ethics, and
timeless principles.
Excellence Publications
Debbie McGrath
CEO, HR.com - Publisher
Dawn Jeffers
VP, Sales
Sue Kelley
Director (Product, Marketing, and Research)
Babitha Balakrishnan and
Deepa Damodaran
Excellence Publications Managers and Editors
Talent Acquisition Excellence Team
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Talent Acquisition Community Leader
Deepa Damodaran
Editor
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Design and Layout (Digital Magazine)
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Magazine (Online Version)
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(ISSN 2564-1964)
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Debbie Mcgrath
Publisher, HR.com
Neurodiversity in the workplace
Imagine in an alternate universe, would
companies have been jumping to hire
a young Bill Gates, Richard Branson, or
Albert Einstein?
Although the brilliance of these leaders
is evident today, it might not have been
so obvious to a hiring manager years
ago. In fact, all three of them had to over-
come social and academic challenges
because of their unique ways of thinking.
‘Think different’, was a famous advertis-
ing slogan used by Apple Inc. in the ‘90s.
The phrase takes on a deeper meaning
when applied to neurodiversity.
Up to 10 percent of the population dem-
onstrates at least some neurodivergent
traits. Adding diversity of thought to a
company’s equity, diversity and inclu-
sion policies can be a deciding factor in
success.
Companies like Ford, Deloitte, IBM,
JPMorgan Chase, UBS, and Microsoft are
leading a wave of management reforms
aimed at recruiting and retaining more
neurodiverse talent.
For companies looking to recruit the next
Gates, Branson, or Einstein, check out
Rajini McRae’s Great Minds Don’t Think
Alike: Neurodiversity In The Workplace,
where the PureFacts’ President lists
down a few suggestions, we hope, will
help to bring some neurodivergent talent
into your company.
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EDITOR’S NOTE
Deepa Damodaran
Editor, Talent Acquisition
Excellence
From following government guidelines on
employee selection procedures to ensuring
state rules for disclosure, there is a lot that
goes into pre-hire compliance. However,
one aspect that is often underappreciated
when discussing legal requirements in the
pre-employment process is the offer letter.
Proliant’s Ben Tuttle, in his article, dis-
cusses How To Craft A Dual Purpose Offer
Letter That Is Creative And Compliant.
In 4 No-Cost Talent Acquisition Strategies
For The Tight Labour Market, FindWRK’s
Matt Parkin tells us why Online job post-
ings alone won’t cut it anymore in today’s
world of work.
Also, featured in this edition is an exclusive
interview with Sequoia Chief People Officer
Marty Reaume, where Marty shares her HR
journey with readers, along with her learn-
ings, challenges and what according to her
awaits HR in future, among others.
That is not all! Also, check out the other ar-
ticles included in this edition. We hope this
edition of Talent Acquisition Excellence will
help you find excellence in your recruiting,
hiring, and onboarding efforts.
Happy Reading!
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 COVER ARTICLE

Great Minds Don’t Think

Alike: Neurodiversity In
The Workplace
Learn how to recruit neurodiverse people
for your company

By Rajini McRae, PureFacts

Imagine in an alternate universe, would companies

have been jumping to hire a young Bill Gates, Richard
Branson, or Albert Einstein? Although the brilliance of
these leaders is evident today, it might not have been
so obvious to a hiring manager years ago. In fact, all
three of them had to overcome social and academic
challenges because of their unique ways of thinking.
My CEO and I are both mathematicians, and our
company, PureFacts has a culture of math geeks and
data experts. So, when we participated in a recent
London summit, and heard an expert talk about
neurodiversity, we listened very intently.
‘Think different’, was a famous advertising slogan
used by Apple Inc. in the ‘90s. The phrase takes on a
deeper meaning when applied to neurodiversity.
Neurodivergent people are those with dyslexia, dys-
praxia, autism, ADHD, and other neurological condi-
tions that can affect the way they process informa-
tion. Many have extraordinary skills in areas like
pattern recognition, memory, and mathematics, yet
struggle to fit employer profiles.
The term seems ubiquitous now, given its relevance
to current diversity and inclusion efforts. It highlights
the importance for HR business leaders and company
cultures to ensure a ‘diversity of thought.’ Neurodiverse
people can often be under-appreciated and under-
recruited due to biases in the hiring process, despite
being excellent at their jobs.
Up to 10 percent of the population demonstrates at
least some neurodivergent traits. Adding diversity of
thought to a company’s equity, diversity and inclusion
policies can be a deciding factor in success.
Companies like Ford, Deloitte, IBM, JPMorgan Chase,
UBS, and Microsoft are leading a wave of management
reforms aimed at recruiting and retaining more neuro-
diverse talent. So far, these companies are reporting
gains in productivity, quality, innovation, and employee
engagement.
For companies looking to recruit the next Gates, Bran-
son, or Einstein, here are some suggestions:
1. Use Less Standardized Screening
Organizations have good reasons for wanting scalable
hiring practices. However, running every candidate
through the same set of screens is going to filter out a
lot of neurodiverse talent. For example, neurodiverse
resumes might show periods of unemployment or
underemployment that stem from the very traits that
make them unique. Uncovering the gems takes a more
intimate approach to talent assessment.

Talent Acquisition Excellence presented by HR.com August 2022 7 Submit Your Articles
 Great Minds Don’t Think Alike: Neurodiversity In The Workplace

4. Personalize Your Management Style

Managers typically coach employees to adapt
to a company’s cultural and operational ideals.
When everybody is aligned, the company runs
like a well-oiled machine. In a more egalitarian
workplace, managers will need to spend more time
understanding the individual person and how best to
coax out their contributions. The payoff is access to
a broader range of talents and perspectives that can
yield new creativity and innovation.

Companies may know a lot about their business, but

not so much about dyslexia or Asperger’s syndrome.
They may also be hesitant to engage employees
about their private lives, where neurodiverse people
sometimes need some extra help.

One solution is to tap community support networks

that can do things like assist in prescreening can-
didates, provide training or advice on how to obtain
funding for training, and provide extra support outside
of work that can help a neurodiverse employee suc-
2. Make the Interview Process Fluid ceed.
The behaviors of many neurodiverse people are varied
and may differ from standard workplace expectations. Years ago, the tech industry made the socially awk-
For example, neurodiverse individuals may have ward genius a cultural icon. More recently, software
different communication styles, e.g., showing less eye giant SAP announced plans to make one percent of its
contact during conversations. These non-standard workforce neurodiverse. In the years ahead, neurodi-
interpersonal practices can mask unique skills and verse hiring practices will be mainstream. The sooner
abilities. companies become open to employees who think
differently, the sooner they will tap into a remarkable
One approach is to relax the interview process, such pool of talent.
as inviting a neurodivergent candidate to spend
a longer period interacting with managers and
colleagues in a low-pressure environment that allows
their strengths to emerge. Rajini McRea is the President of
PureFacts. She was previously the Chair
of RBC’s HR Diversity Council.
3. Be Prepared to Accommodate
Staff must be ready to work with team members,
who have different strengths and behaviors than Would you like to comment?
themselves. This requires socializing your vision
for diversity and inclusion as well as managing a
narrower set of considerations, such as accessibility
training and modifications to the work environment
that might help neurodiverse individuals. This could
mean things like installing different lighting in some
areas or providing noise-canceling headphones.

Talent Acquisition Excellence presented by HR.com August 2022 8 Submit Your Articles
 CHRO Inspiring the
Next Generation
CORNER of HR Leaders

Where do HR leaders draw inspiration from? What are

their worst nightmares? How did they stand the test of
the changing times?

In this segment, we will trace your journey to the top.

This is your story - a story that is made of extraordinary

accomplishments, methods that helped you overcome
adversity, innovative programs that you led, and
fundamental changes that you brought in. It's your chance
to inspire the next generation of leaders.
As Chief People Officer of
Sequoia, Marty Reaume is
responsible for leading and
supporting the people’s
journey, from talent
acquisition through to the
growth and development
Exclusive Interview
of each of the company’s
team members. A key
With Marty Reaume,
initiative for Marty will
be a continued focus Chief People Officer,
on fostering the unique
Sequoia culture and Sequoia
experience as the company
accelerates its growth Excerpts from the interview:
journey.

Q What has your HR journey been like and what

In an exclusive interview influenced you the most to have a positive impact
with HR.com, Marty on your career?
shares her HR journey
Marty: My HR journey has been fairly direct since my undergrad. I have
with readers, along with had a fascination with the interactions of people and the psychology of
her learnings, challenges an organization from an early age. I also had the pleasure and privilege
and what according to her of working with and watching some incredible talent across the different
awaits HR in future, among roles and companies I worked with throughout my career.
others.
Learning from strong capable leaders, watching high-performing teams,
and learning from more dysfunctional situations has been my area of

Talent Acquisition Excellence presented by HR.com August 2022 9 Submit Your Articles
CHRO Corner
“study” for many years. The most positive impact on
my career was being part of a strong team, culture,
level of execution and a caring, thoughtful approach to
colleagues that highlighted to me what was required
for a team to function like this on a consistent basis.
It is amazing what is possible when all these pieces
come together.
Q What were your challenges during
the early days of your career? What
are those today?
Marty: Challenges in the early days fell into two areas
for me:
A lack of representation in leadership of women and
definitely a lack of diverse representation overall. It
was always discouraging to me to be part of an HR
team of predominantly women, except for the most
senior leaders on the team, who were invariably men.
In the early days of my career, HR did equal recruiting,
maybe some transactional training and employee rela-
tions. This eventually broadened out with the advance
of technology designed for the HR space, a focus on
investing in the development of colleagues and even
on the recruiting side – focusing less on “recruiting”
on more on partnering with business unit leaders to
build their teams.
Talent Acquisition Excellence presented by HR.com August 2022
Today I think the world is open and inviting to really
strong, capable HR practitioners and offerings – the
challenge is now finding this talent in what has be-
come an incredibly hig-demand field.
How do you see workplace culture
Q changing over the years?
Marty: I think we will all be working through the
workplace of the future for a while. Truly understand-
ing your employee demographics, what they value
and being attentive to input and feedback will be even
more critical in the coming years. Providing a work-
place where people can genuinely feel and experience
a balance between their home lives and contributing
at an exceptional level and that they are valued for
their contributions is table stakes. Having an HR team
dedicated to these outcomes and really focused on
every aspect of their colleagues’ wellbeing is critical.
Can you share the top three
learnings from the challenges you
Q faced?
Marty: In nearly every adversarial or seemingly impos-
sible challenge, I have learned over and over that virtu-
ally nothing is impossible if you have an incredible
team to work with and rely on. Together, you “chunk
things out” in manageable pieces and pretty soon, you
10 Submit Your Articles
CHRO Corner

comes to work-life balance?

Name: Marty Reaume
Q
Marty: I work on ensuring that my colleagues
Designation: Chief People Officer
know they can rely and depend on me to come
Company: Sequoia
through for them. Once that groundwork is laid, we are
Total number of employees: 355
all able to balance our commitments, our sources of
When did you join the current company: November
enjoyment and where we want to spend and give time.
2021
Total experience in HR: 32 years What fundamental change(s) (in terms
Hobbies: Q of culture) do you plan to bring into
your company?
●● Family and healthy cooking Marty: I am currently very new in my role, joining a
●● Teaching, women in STEM initiatives company where the culture comes first. It is strong,
●● All things water-related – skiing, swimming, constantly reinforced and definitely a differentiator.
paddleboarding, scuba, snorkeling My goal is to support and strengthen this culture as
the company continues to grow and to ensure that we
know and understand our team members along the
way.
have successfully climbed what originally felt like an
What are some major changes you see
impossible hill.
Q affecting
years?
HR within the next few
Approaching most every situation with the fundamen-
tal belief that each party is operating from a position Marty: I think the HR world will continue to evolve in
of positive intent as a starting-point results in a higher terms of the expectations of the ability to inform the
ratio of successful outcomes. This approach is also business with relevant and timely data, to the extent
just so much healthier for relationships, interactions, that our data is truly predictive.
and the path to agreement.
I also think that HR teams will be charged with work-
Trust and hard work can take everyone much further ing with leaders across the business to understand
than they anticipated. The absence of trust is crip- how to best engage and provide a motivating environ-
pling and remarkably hard to fix. ment for their talent, while simultaneously making a
connection to the purpose of the organization and the
Where do you draw inspiration from? communities they serve.
Q What do you have to say to those
who are still struggling to find a
place in the boardroom?
I draw inspiration from incredible colleagues and lead-
ers that I have had the opportunity to work with and Would you like to comment?
still have the opportunity to work with. They inspire
me to continue to show up and put in the work. I also
draw inspiration from my daughter – watching her
maneuver in this early phase of her career and want-
ing to help set an example for how rewarding a career
can be if you surround yourself with a strong, trusted,
and capable team.

Where do you draw the line when it

Talent Acquisition Excellence presented by HR.com August 2022 11 Submit Your Articles
 CHART YOUR PATH IN OUR
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3 Tips To Leverage AI
And Automation To Meet
Recruitment Demands
Amid Recession
Concerns
Recruiters are in an increasingly
competitive and uncertain market
By Ray Meiring, QorusDocs
I t is a very interesting time for
the recruiting industry right
now. Many businesses are at a
crossroads amid looming fears
of a recession. While some
companies have enacted hiring
freezes, others are still competing
for top talent as job openings soar,
with over 2.6 million jobs created
in the first half of 2022 alone.
Today, HR departments that are
seeking new hires are turning to
recruiting agencies to help find
talent and fill these needed roles.
However, as some industries slow
down hiring efforts and others
ramp up, recruiters are finding
themselves in an increasingly
competitive and uncertain market.
Talent Acquisition Excellence presented by HR.com
Should recruiting firms brace for
decreased business opportunities
amid hiring freezes? Or should they
prepare for an influx in workloads
as other companies search for
top talent?
During this unpredictable time,
recruiting agencies can leverage
artificial intelligence (AI)-powered
digital technology to meet their
unique business needs. With
AI-driven tools, such as proposal
management software, firms can
strengthen their competitiveness,
increase business opportunities,
improve employee collaboration
and streamline proposal
development, all of which are
inherently important during this
challenging time.
August 2022 13
1. Leverage Artificial
Intelligence to Strengthen
Competitiveness
Recent research has found that
42% of recruiters believe that
artificial intelligence allows
them to be more strategic
and productive with their daily
workloads. This is incredibly
important considering that,
since the pandemic, 45% of
companies have increased their
outsourcing efforts.
Whether business opportunities
are slowing down or increasing,
it is imperative recruiters remain
competitive to secure new clients.
With modern digital solutions
like proposal software, recruiting
agencies can leverage AI-driven
Submit Your Articles
 3 Tips To Leverage AI And Automation To Meet Recruitment Demands Amid Recession Concerns
tools and data analytics to
develop high-quality, compelling
request for proposal (RFP)
responses that stand out from the
competition.
For recruiting firms, creating
competitive and business-
winning proposals begins with
understanding which areas of
their proposals resonate most
with clients. Digital solutions
with specific metric-tracking
capabilities can help identify
which proposal content clients
engage with most, including link
clicks and document shares.
With this data, AI can suggest
the best content to include
in a proposal, improving its
effectiveness and boosting new
business wins. Cloud-based
platforms can also seamlessly
store this important data within
their interface, allowing recruiting
agencies to view it instantly
anywhere and anytime.
Talent Acquisition Excellence presented by HR.com
When equipped with these
modern AI tools and data-driven
insights, recruiters have the
upper hand over competitors
with high-quality, personalized
RFPs that stand out from the
competition and win over new
clients.
2. Utilize Automation
Tools to Increase Business
Opportunities
Eighty-four percent of recruiting
agencies have a digital
transformation strategy planned
or currently in place. In fact,
almost half (48%) of firms
report they have executed their
digital transformation strategy
to incorporate automation
capabilities into their sourcing
efforts.
Currently, 46% of companies
develop proposal content from
scratch, a long process that
requires a lot of resources and
valuable time to execute. By
August 2022 14
utilizing modern automation
technology, such as proposal
software, firms can increase
their chances of winning new
business by responding to more
RFPs annually.
This advanced digital technology
updates and stores the latest
content in real-time, enabling
firms to create proposals
without concerns about critical
work or important information
disappearing. Due to this,
recruiting agencies can more
efficiently develop proposals,
eliminating time-consuming
setbacks that result in unfulfilled
business opportunities.
Optimizing non-billable tasks,
such as proposal development
is becoming increasingly crucial
amid staffing shortages and
rising demands for recruiting
services. In fact, automation is a
top priority in 2022, with a third
of recruiting firms planning to
Submit Your Articles
 3 Tips To Leverage AI And Automation To Meet Recruitment Demands Amid Recession Concerns
adopt automation tools in the
coming months. With automation
solutions, agencies can leverage
crucial features that streamline
operations and lead to increased
business opportunities.
3. Implement Collaboration
Capabilities to Streamline
Proposal Development
As companies’ HR departments
continue to rely on recruiting
agencies to find top talent,
recruiters will continue to face
increased workloads, high
client demands, and an influx
in business opportunities. With
cloud-based software, firms can
utilize real-time collaboration tools
that enable employees to work
more efficiently without disrupting
billable hours or crucial client
deadlines.
For example, cloud-based
platforms enable recruiters
to better manage proposal
development by creating a
single access point to important
documents. As a result, team
members in various locations can
seamlessly co-author proposals
in real-time, mitigating common
document-sharing issues like
formatting errors, size limits, or
accidental deletion.
Talent Acquisition Excellence presented by HR.com
high-level, personalized RFPs that
attract and secure new clients.
Meanwhile, firms dealing with
increased new business offers
and workloads can leverage
AI-powered and cloud-based
tools to streamline proposal
development and seamlessly
collaborate on RFPs in real-time,
enabling teams to stay on top
of their work and fulfill more
In addition, cloud-based software
business proposals per year.
tracks document edits and
changes in real-time, allowing
As industry trends continue
agencies to closely monitor
to shift, recruiters should
time investment, progress and
consider executing their digital
employee collaboration on each
transformation strategies now
proposal. Through this process,
for reliable access to AI-driven,
firms can more efficiently
automation, and real-time
approach proposal development,
collaboration tools that set
so they don’t have to turn down
employees and clients up for
critical business opportunities due
success.
to a lack of time and resources.
With these real-time collaboration
capabilities, 70% of companies
can generate more RFPs annually,
showing how cloud-based
platforms can be incredible
resources for teams trying
to improve collaboration and
streamline their proposal process.
Ray Meiring is CEO and Co-Founder
Looking Ahead of QorusDocs. With more than 20
years of industry experience, Ray is a
Whether firms are facing an influx
frequent speaker, author, and webinar
in business proposals or are host on a wide variety of topics
seeing a decrease in workloads including leadership, market strategy,
amid hiring freezes, it’s essential automation and the application of AI,
recruiters have the tools needed business development, and proposal
to meet their business needs. automation for professional sales and
bid teams.
For firms faced with outwinning
competitors as business
opportunities slow, advanced Would you like to comment?
automation technology such as
proposal software will give them
the competitive edge to develop
August 2022 15 Submit Your Articles
 Top Pick

How To Craft A Dual

Purpose Offer Letter
That Is Creative And
Compliant
A compliant offer letter promotes company
culture and helps you find the best talent
By Ben Tuttle, Proliant, Inc

F rom following government guidelines on employee

selection procedures to ensuring state rules
for disclosure, there is a lot that goes into pre-hire
compliance. However, one aspect that is often under-
appreciated when discussing legal requirements in
the pre-employment process is the offer letter.

The purpose of an offer letter is to provide details

about the position you are hoping to fill to a candidate.
When crafted appropriately, the offer letter makes
expectations clear and documents the job title, salary,
and benefits, all while protecting employees and
employers from misunderstanding and possible legal
issues.

Additionally, the offer letter can serve as a means

to highlight the great things about working for your
company. It is the last chance you have to make an
impression that will determine if the talent you want
accepts the offer, and also engages them with your
company’s culture right off the bat.

Let’s look at how to craft a compliant offer letter

while also promoting company culture and engaging
candidates so that your company can land the best
talent.

Talent Acquisition Excellence presented by HR.com August 2022 16 Submit Your Articles
 How To Craft A Dual Purpose Offer Letter That Is Creative And Compliant
Create a Compliant Offer Letter
When you are ready to recruit/hire top talent from your
applicant pool, it is time to whip up an offer letter, and
you want to do it fast because the best candidates will
have a lot of options they are considering. To do this,
your HR team will need to have a job offer template
on-hand to edit and send out immediately.
To begin creating your offer letter template, you might
start with an outline of the legally required details
for the job offer. Be sure to gather this critical data
to ensure you comply with employment rules and
regulations:
●● Job Title/Position
●● Name and Position of Supervisor
●● Work Schedule (full-time or part-time)
●● Exempt/Non-exempt Classification
●● Expectations
●● Salary and Bonus Information
●● Benefits
●● Policies
●● At-Will Employment and Confidentiality
Agreements
According to Marcy Fluevog, HR Manager at Proliant,
“it’s important to include these items and have the
candidate sign their acceptance of these details. In
the event any disputes come up in their employment
(or post-employment), the offer letter would be key to
have.”
Company Branding in the Offer Letter
In addition to ensuring all legal pre-hire documentation
is provided, the offer letter “is a great opportunity to
introduce your company and culture,” says Fluevog.
While each offer letter will need to be edited based
on the job, the company culture that defines your
organization should seldom change, making it easy to
create templates to maximize efficiency in the hiring
process.
Talent Acquisition Excellence presented by HR.com August 2022
Dual-purpose Offer Letter: Growing
Engagement
By crafting a dual-purpose offer letter template,
focusing on compliance and culture, you are growing
engagement right from the start. The dual purpose
offer letter accomplishes early employee engagement
in five ways:
1. Establishing trust by providing all information
necessary and explaining any areas of possible
confusion
2. Providing insight into future relationships with
coworkers and life in the workplace
3. Showcasing opportunities for development
within the company
4. Defining company values and mission
5. Demonstrating that the employer and employee
are entering into a mutual agreement based on
reciprocity
This strategy for constructing an offer letter will
ensure you remain compliant and that you make a
fantastic impression on the talent you want to employ.
Your legal team should review all language used in
your offer letter templates to ensure no promises are
made outside the company’s intent. Beyond that, get
creative and show off what makes working for your
company so amazing.
Ben Tuttle is a Product Manager
with Proliant, Inc. Ben has over a
decade of experience working with HR
professionals and HR Technologies. He
has helped hundreds of organizations
find HR technology that suits their
business needs.
Would you like to comment?
17 Submit Your Articles
Hiring Top Performers
Post Covid Recovery
How to identify top performers
during a hiring process

By Steven Rosen, STAR Results

H iring top performers has always been the lifeblood

of any sales organization. Covid-19 has changed
sales forever. The three most important questions
●● Hiring people they like
●● Settling for mediocrity to fill the vacancy
●● Hiring experienced and industry knowledge
that we need to address when making hiring decisions
over attitude
for a sales position are:
●● Lack of a systematic process
1. Can the candidate effectively sell virtually? ●● Not leveraging the power of science
2. Is the candidate agile enough to adapt based on
the customer’s needs? Do your sales managers have the tools and processes
3. Does the candidate have the technical skills to to systematically identify top sales performers from
sell using technology? those who are pretenders? Recognizing the difference
is challenging!
Unfortunately, most sales organizations have not
adapted their hiring process to identify top performers
Your Hiring Process Is Key
Success in attracting, selecting, and hiring top
in the post-Covid reality.
performers depends more on a company’s process
than the manager’s ability to hire. Like most
Traditional Hiring Challenges
companies, some hiring processes exist in-house
The biggest problem that managers face is identifying
that are sort of known and sort of used. This hiring
which candidate has the potential to be a top
process leads to mediocre results. Without a clear
performer. Most salespeople are good at selling
process, your sales managers will adopt their own
themselves, and top performers do not always
approach and ultimately achieve sub-optimal results.
stand out in interviews. Despite good interviewing
skills, many sales managers are guilty of making the
following hiring mistakes:
The Hiring Process Post Covid Should
Consist of 4 Important Components

●● Fit Interview
●● Behavioral Interview
●● Virtual Selling Role Play
●● Scientific Assessment

Talent Acquisition Excellence presented by HR.com August 2022 18 Submit Your Articles
 Hiring Top Performers Post Covid Recovery
1: Fit Interview
As the title says, the goal of the initial interview is to
assess fit. The beauty of the ‘Fit Interview’ is that even
in the absence of excellent interviewing skills, the
sales manager reviewing a candidate’s resume can
ask questions about work history, education, personal
interests, and accomplishments.
The essential element in determining whether a
candidate fits your culture and work environment. Is
the candidate well-suited for a career in sales, does
the candidate fit the existing sales team, and would
you be able to work well with this candidate?
2: Behavioral Interview
After determining whether the pool of potential
candidates would be a good fit for you and your
organization, you bring back the top candidates for a
behavioral interview. This is a more formal interview
with structured questions. The key here is a pre-estab-
lished list of questions related to the organization’s
core sales representative skills, competencies, and
behaviors. Each sales manager should use this list
and ask each candidate the same questions.
The interviewer should take notes and rate the
candidate’s response to each question. After each
behavioral interview, the sales manager should rate
each candidate.
Once all interviews are complete, the manager can
reflect on each candidate’s competencies. Some
companies also may conduct additional interviews
with other managers and HR during this step. The goal
is to determine if the candidate has demonstrated
the competencies to function at a high level, as
past successes are usually considered to indicate
future success.
3: The Missing Link: Virtual Selling Role
Play
Once you have narrowed down your candidates based
on behavioral interviews, it is essential to see how
proficient they are at selling online. With the shift
to hybrid selling, we need to ensure that potential
candidates are equally adept at selling virtually.
Talent Acquisition Excellence presented by HR.com August 2022
Before making any final decisions, I recommend that
you incorporate a 20-minute role-play on Zoom to
observe how comfortable and engaging they are on
a virtual sales call. If you sell to a group of people,
include other colleagues on the call. Make the role
play as realistic as possible. Give them a scenario
based on what they would be doing in their role and
see how they perform.
4: Leverage Predictive Science
Once you have narrowed the pool down to 1-2
potential candidates, the use of psychometric tests
adds tremendous value to the hiring process. When
hiring, a manager must understand that there are two
possible issues in the interview process, 1) that top
performers do not always stand out in interviews, and
2) that poor performers are adept at putting forth a
favorable impression in the interview process.
Conclusion
With new realities, it is becoming increasingly
important to ensure that sales representatives you
hire can effectively sell in a virtual environment. It
is also critical to utilize science to view potential
candidates objectively. Adopting and following a
consistent, multi-step process will ensure that your
sales managers can determine who a top performer
will be before making a hiring decision.
This article first appeared here.
Steven A. Rosen, MBA, is the
President of STAR Results. Steven
brings over 20 years of experience in
sales while coaching and mentoring
senior sales executives and front-line
sales managers to lead their
businesses to new heights. Top Sales
World named Steven one of the Top
50 Sales & Marketing Influencers
2013 - 2016.
Would you like to comment?
19 Submit Your Articles
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 Top Pick
4 No-Cost Talent
Acquisition Strategies
For The Tight Labour
Market
Online job postings alone won’t cut
it anymore
By Matt Parkin, FindWRK
W ith the great resignation and the tight labor
market, throwing up a job posting online and
hoping for the best is no longer enough for many
employers. Here are some no-cost talent attraction
strategies you can leverage to find candidates for your
vacant roles.
Incoming College Students
College is expensive and most students will be
looking for part-time work to help pay for their
education. If you are looking to hire part-time
students, here is a tip that can help you stand out as
an employer and get noticed by the candidate before
they start actively applying for roles.
Search for a school near your location on LinkedIn.
Look for students who are starting there this Fall.
Send them a personalized connection request like
this:
Job seekers are constantly having to apply for jobs
themselves. By proactively reaching out to them,
they will likely feel valued and be more receptive to
speaking with you.
Talent Acquisition Excellence presented by HR.com August 2022
This strategy, with minor modifications, can also work
for current students and recent graduates.
Hashtags
Hashtags are a great way to quickly find candidates
looking for work in your industry. #opentowork or
#layoff will bring you to posts by job seekers actively
looking for opportunities.
Leaving a comment with details about your role rather
than direct messaging the candidate will allow other
candidates to also see your comment. This can create
a compounding effect as every time someone likes
or comments on that post, it will push the post out
to their network, effectively scaling the reach of your
content while you sleep.
Industry-specific hashtags like #retail or #hospitality
can also help you discover talent in these industries if
the broader hashtags aren’t yielding results.
Search Filters
Looking to take the hashtag strategy a step further?
Search “open to work” on LinkedIn and filter by
“Posts”. You can then filter by posts made in the past
22 Submit Your Articles
 4 No-Cost Talent Acquisition Strategies For The Tight Labour Market
week, by authors in a specific industry, and authors
containing certain keywords in their title. This would
allow you to zone in on a specific niche; a Sales
Development Representative in the Retail Industry for
example.
Repeating the same comment and connection request
combination with job seekers can nicely supplement
your efforts from the hashtag strategy.
Career Coaches
Job seekers often go to career coaches and LinkedIn
content creators who share tips and tricks for
candidates. These coaches and creators at any given
time usually know tens or hundreds of job seekers
actively looking for new opportunities. Why not reach
out to these individuals as an employer to see about
connecting with some of their clients?
Building strong relationships with career coaches can
allow them to send candidates your way while also
helping them help their clients land interviews faster -
it’s a win-win.
Talent Acquisition Excellence presented by HR.com August 2022
To find career coaches to connect with, try searching
on LinkedIn for “Career Coach” or “Resume Writer”. You
can also look for content by searching hashtags such
as #resume, #coverletter #jobsearch and #career -
these hashtags are frequently used by career coaches.
These four strategies are just some of the many ways
employers can attract candidates for free in this tight
labour market. Companies who continue to think
outside the box and try innovative sourcing techniques
will distance themselves from competition when it
comes to hiring.
Matt Parkin is the Business
Development Lead at FindWRK.
Would you like to comment?
23 Submit Your Articles
Recruitment And
Applying Is A Sales Job
How to influence the right job
offer or applicant

By Elinor Stutz, Smooth Sale

C ommunicating well to attract interest in what we

can offer another is a sales job and one that few
want to acknowledge. Taking the stereotypical notion
of a salesperson out of the picture and replacing it
with communication and influence strategies serves
to help all parties.
One’s persona comes first via professionalism
on many levels. Communications begin with a
welcoming smile to learn more, attentiveness to
the other, and listening carefully to the details. But
listening also includes asking questions on topics
that need clarification. Doing so allows the other party
to realize that you are striving to understand their
position better.
‘Question, Listen, and Clarify.’
When people realize the extra effort we make to
understand their points; the appreciation encourages
further dialogue and greater interest. One additional
step is to combine complementary disciplines in our
communications naturally.
1. Personal Brand: Priorities, values, and
consistency establish our authentic identity.
Achieving our goals requires that we be true to
our personal brand.
2. Branding: Others identify us upon witnessing our
actions across the board and through the years.
Our communications in all forms underly all that
we do; consistency is essential for developing
trust. How we communicate and perform is our
unique branding program.
3. Selling: Anything we desire requires sales
communication skills. We begin with the
other person’s or audience’s viewpoint to gain
attraction. Once curiosity in learning more
about us is evident, we can then present our
perspective and describe how we deliver in our
unique style.
Research
The job applicants, who research ahead of the
appointment, will gain additional insights to consider
and include during the upcoming conversational
interview. It may prompt further questions to ask
the person you will be meeting. Above all else, the
research demonstrates your willingness upfront
to put the time in to learn about the company and
associated people.
One extra step is to research the company’s top
three competitors to compare and contrast offerings
and how each company serves its clientele. Often,
competitive research raises excellent questions and
awareness of your dedication to learning and the
desire to do your best.
The recruiters who hire the better applicants also do
their research ahead of time. They know first-hand
what their company seeks in a candidate and what the
job entails. Their research is to find recruits who can
match not only the requirements but also those who

Talent Acquisition Excellence presented by HR.com August 2022 24 Submit Your Articles
 Recruitment And Applying Is A Sales Job

will bring something extra to the table. Researching more insightful and often lively conversation between
the candidates ahead of time allows for comparison all parties. One crucial underlying technique is to
and contrast, plus an indication of questions to ask connect the dots between the experiences of each
that may reveal what the recruiter needs to know. other. The commonality can develop interest upfront
and confidence that the right candidate and offer are
Story-Sharing present.
It is to the recruiter’s benefit to encourage a deeper
conversation than usual as more insight into the
candidate’s thinking will become evident. For
example, inquiring about a previous poor employment
experience and how the candidate handled it can Elinor Stutz, CEO of Smooth Sale,
be insightful. The recruiter may learn whether the delivers inspirational keynotes at
applicant is willing to learn from the worst, will conferences and authored two books:
persevere, and is determined to succeed. The International Best-Selling book,
“Nice Girls DO Get the Sale: Relationship
Building That Gets Results”, and
Job applicants do well to learn to embrace the community service led to the writing
unusual questions asked by recruiters. The better of her second best-selling book,
way to prepare is to review your career history. Know “HIRED! How to Use Sales Techniques
that almost everyone has unpleasant experiences to Sell Yourself On Interviews”. CEO
behind them and that you most likely are not any World Magazine named Stutz as
one of “The brightest sales minds to
different. The art of conveying the worst experience,
follow on Twitter” while Open View
and the lesson(s) you learned to move forward via a Labs designated her as a Top Sales
short story, will often put you at the top of the list of Influencer.
candidates to consider.

Essential to receiving an offer of employment or

hearing a candidate agree to become employed at Would you like to comment?
your firm is the integrity underlying the stories that
become evident. The story-sharing will encourage a

Talent Acquisition Excellence presented by HR.com August 2022 25 Submit Your Articles
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 Top Pick

5 Ways How Your

Company Should Deploy
Digital Workers Today
Digital workers (smart software robots) can help
carry the load, without burning out employees

By Alex Zekoff, Thoughtful

E very company is currently going through

cost-cutting exercises. The economic headwinds
and all the talk about a recession mean businesses
long because people who put in 80 hours a week get
burned out fast.

will have to do more with less people.
This will only work if people put in a lot more hours
or businesses provide talent with digital solutions to
augment their work so people can keep up with job
requirements. The former approach will not work for
Organizations that had 10 people in the human
resources department may find themselves with just
five team members in the current environment. But
that group may have the same amount of work. Digital
workers (smart software robots) can help carry the
load, without burning out employees.

Talent Acquisition Excellence presented by HR.com August 2022 28 Submit Your Articles
 5 Ways How Your Company Should Deploy Digital Workers Today
Here are a handful of ways that companies
and HR leaders can use digital workers (smart
software robots).
#1. Employee Onboarding
Despite a contracting economy, the labor market is
growing at a brisk pace, as The Wall Street Journal
reports. The U.S. added 528,000 jobs in July, and the
jobless rate decreased to 3.5%.
Even as companies do layoffs, they may need to hire
for specific positions. And employee onboarding
is a multi-process. You need to gather employee
information, enter it into the HR management system,
deliver W-2 forms, provide benefit details, authorize
the employee to access cloud-based applications,
and email the employee a welcome letter with a list of
tools and resources. That could take a human two to
six hours, depending on the company’s size.
A digital worker (smart software robot) could handle
all of those processes in minutes. Then HR team
members could work on more value-added activities
that require a human touch – like making calls to new
employees, delivering welcome gifts, and addressing
new employee questions and concerns.
#2. LinkedIn Recruiting
Many companies use LinkedIn for recruiting. This
typically involves searching LinkedIn by specific
location and criteria, and then emailing or messaging
Talent Acquisition Excellence presented by HR.com August 2022
the candidates who seem the most promising to see
if they are interested in the job. The people involved in
this approach to recruiting also need to log all this in
Google Sheets to show that they performed this task.
Instead, a digital worker (smart software robot) will
open Google Sheets to find a list of contacts that an
employee has identified as target recruits, match each
of those results with LinkedIn candidates, send emails
to those candidates, and then log the information into
Google Sheets.
The smart software robot could process hundreds of
records in less than 30 minutes. You can launch the
smart bot in the morning, and it can perform a full day
of work. Meanwhile, you can spend the rest of the day
populating a new list, setting a new strategy, calling
candidates or doing other things that require more
than just clicking through systems.
#3. Job Board Scraping
This example is similar to the recruiting process one,
but it’s more on the research side.
For this example, HR scrapes multiple job boards,
pulling out pertinent information for each position,
such as locations, rates and start dates. HR then
populates a spreadsheet organized by employment
type, with sections for full-time, part-time, contract
and other kinds of work.
29 Submit Your Articles
 5 Ways How Your Company Should Deploy Digital Workers Today
However, a more efficient approach is to use a digital
worker to log into a system like AngelList and filter
records. The digital worker can search based on
specific criteria, copy and paste the entire record to
update a spreadsheet, and then share it with relevant
decision makers.
#4. Legal Document Creation
Much of the work that HR does goes in lockstep
with the legal department. This involves gathering,
sharing and getting employees to sign standardized
agreements and other legal documents needed to
employ a person and make sure they are added to
the payroll.
The process of just opening and reading a PDF
and then putting it into a system can take a human
anywhere between 15 and 30 minutes. But a bot can
do it in less than a minute.
Digital workers are also much better at reading
unstructured data and entering it into systems.
A person might misread data or fat-finger their
computer keyboard and input the wrong character.
But a bot can scan documents using optical character
recognition (OCR) technology and enter data
accurately, leading to big qualitative improvement of
data integrity in systems.
#5. Payroll Entry
Payroll entry could either fall under HR or finance, or
be shared, spanning both departments.
This is another example of an activity that is
typically handled in a very manual way and, as a
result, requires significant time and involvement
from people. A lot of errors happen in payroll for
this reason. People don’t get paid correctly because
someone fat-fingers or miscalculates.
But we see people get to zero error rates with their
payroll systems when they use digital workers
because it’s all automated. Digital workers will
verify each employee’s working, PTO and, when
applicable, overtime hours from various systems;
calculate the pay; and log it into the payroll system.
Typically, companies have this coupled with multiple
systems, rate cards or Google Sheets. A bot can
Talent Acquisition Excellence presented by HR.com August 2022
work with all of that. The digital worker will even run
all the payroll reports and then submit the necessary
communication to the HR or finance department.
Adopting digital workers to help carry the load and
become faster, more efficient and accurate seems
like a no-brainer. However, some companies and HR
teams worry that it is expensive or that the technology
is not yet mature enough to deliver the results that
they want and need.
While the idea of hiring bots to do work that people
may not have the time or interest to do might sound
futuristic, the technology is here today. And our
customers have found that they get a return on
investment from our automation and service solution
in three to six months.
Alex Zekoff is the CEO and Co-
Founder of Thoughtful. Alex started
his career in technology consulting at
a large multinational aerospace and
defense company in 2009. He helped
the company develop their enterprise
resource planning (ERP) application
and trained users to operate the
software. Ten years later, he came
back to that same company and helped
build software bots (digital workers)
to operate the ERP program. It was
from this experience that he saw the
full potential of enabling technologies
like robotic process automation (RPA),
cloud, optical character recognition
(OCR), natural language processing
(NLP) and artificial intelligence (AI).
Would you like to comment?
30 Submit Your Articles
How To Hire For
Customer-Centricity
3 strategies to guide you and your company to a
more customer-centric future

By Heather Rollins, Alchemer

C ustomer-centricity is not only what Alchemer’s

technology solution is centered around, but
it is also at the core of our company culture. We
know that hiring customer-centric employees
starts with an outside-in mindset rather than an
inside-out perspective.
Truly customer-centric hires will live and breathe
this mindset. They will constantly be thinking about
the needs and buyer values of customers, and
they will engage them in a way that reinforces that
understanding. As a result, customers end up feeling
heard and served. This pays off for everyone involved.
Benefits of Hiring Customer-centric
Employees
Studies abound that show why customer-centricity
is so important. A recent Deloitte research found
that customer-centric companies were 60% more
profitable compared to companies that were
not focused on the customer. Customer-centric
companies bring in more revenue and tend to
out-perform competitors. That makes sense because
customer-centricity results in faster responses to
customers, more personalized support and customer-
centric products and services.

Talent Acquisition Excellence presented by HR.com August 2022 31 Submit Your Articles
 How To Hire For Customer-Centricity

It is more profitable to be customer-centric, but how

Strategy #3 – Screen for More Than
do companies achieve true customer-centricity?
Qualifications and Experience
Job descriptions that capture your customer-centricity
Here are three strategies to guide you and your
are a great start. Interviews offer a chance to hear
company to a more customer-centric future.
candidate stories that show personality and attitude.
Asking “Are you customer-centric?” could result in
Strategy #1 – Know Your Customer
people merely telling you what they think you want to
You cannot promote a customer-centric culture to
hear. Who would say no to that?
job candidates if you do not thoroughly know the
voice of the customer. Successful customer-centric
For more sincere responses, I ask more subtle
companies are always collecting and analyzing
questions that gauge their sincerity and care. If you
feedback from customers to better understand their
are interviewing a customer support candidate, for
challenges.
instance, you could ask: “How do you figure out when
to get off the phone quickly and when to stay on
When hiring, take this same approach to applicants.
longer?”
Gather their feedback from multiple sources, including
social channels and questionnaires. Consider what
Interviews are a two-way street. Do not merely tell a
job candidates can teach you about the hiring
candidate your company is customer-centric — show
process. Check in with them at several stages of
it. Share stories that focus on your values. Show
the hiring process to learn how to improve it moving
candidates videos featuring customer stories or
forward, clear up misunderstandings immediately, and
photos taken with customers before the pandemic.
adjust as needed to avoid potentially losing a solid
candidate.
Conclusion: Hire for Customer-centricity
Hiring for customer-centricity is good for your bottom
Just like your customers, candidates want to feel
line and your company culture. Adopting strategies to
understood. Treat the voice of the candidate with the
assess if prospective employees share your outside-in
same care you treat the voice of the customer and
rather than inside-out philosophy is well worth the
use it to inform the hiring process.
effort.

Strategy #2 – Showcase Your Customer-

Do this by understanding your customers so you can
centricity
properly describe them to candidates and ask the
When job candidates visit your company website or
right questions during interviews. Hiring customer-
check you out on LinkedIn, Twitter, or other social
centric people takes effort, but is an objective well
media channels, is it instantly clear how much your
worth working toward.
company values customer-centricity? Demonstrate
customer-centricity by telling stories about your
customers, including customer case studies,
customer statistics, customer quotes, customer
Heather Rollins is Vice President of
names, and customer evidence. Human Resources at Alchemer.

For instance, show customer-centricity in each job

description. Use your job descriptions to convey
company values. Regardless of role, our job Would you like to comment?
descriptions at Alchemer include a Who You Are
section. Topping this section is this: “You have a heart
for service. We provide extraordinary service to our
customers, coworkers, and our community by going
out of our way to appreciate and support them.”

Talent Acquisition Excellence presented by HR.com August 2022 32 Submit Your Articles
 i o n 2
i c at r 2 0 2

P u bl alend a
e m ed

e oria C g th llence
l u p
i n
com Exce

d i t a nd isition
new Acqu
E e
o u
ck s in T
h e
t t alent
C h pic
to
HR

1 The Emerging Workforce July 2022

2 Pre-Hire Compliance Aug 2022

3 Sourcing Sep 2022

4
Third-Party Recruiting & Oct 2022
Outsourcing

5 Careers in Talent Acquisition Nov 2022

6 Future of Talent Technology Dec 2022

Check ePublications Editorial Calendar Here.

Would you like to submit an article? | Write to us at ePubEditors@hr.com

Submission Guidelines
Talent Acquisition Excellence presented by HR.com August 2022 33 Submit Your Articles
 Top Pick

What Job-Hoppers Can

Teach Us About The
Great Resignation
Surprising new data about early job quitters might
be the key to solving mass workplace departures

By Nicky Garcea, Cappfinity

S o you are a hiring manager

who has just found your
next great employee. They are
experienced, had a terrific series
of interviews, and seem like the
perfect hire. You both can not
wait for their first day. Of course,
there are a few hiccups, but
an adjustment period is to be
expected. Then it happens, again:
they quit.
Sometimes it takes a few months,
sometimes only a few days, but
new-hire turnover is a problem
that has plagued organizations
since long before the Great
Resignation. It is incredibly
costly and resource-intensive to
deal with, and to make matters
worse, those new hires often do
not stay long enough to become
productive in their positions and
bring much return on investment.

Talent Acquisition Excellence presented by HR.com August 2022 34 Submit Your Articles
 What Job-Hoppers Can Teach Us About The Great Resignation
But here is the surprising part:
while the Great Resignation
has brought unprecedented job
departures, the rate at which
employees are leaving within
their first year has not changed.
According to a new survey
conducted for The Wall Street
Journal by pollsters YouGov and
Cappfinity, over one-third of those
who started a new job in 2021
quit within the year, almost half of
that number within the first three
months. Remarkably, that is the
same rate as prior to March 2020.
What conclusions can we draw
from this? Certainly, there are
always going to be those who
view the grass on the other
side as greener, but to write off
these findings as mere evidence
of perpetually dissatisfied
job-hoppers is to miss valuable
insight into why people leave their
jobs, and a potential solution as
Talent Acquisition Excellence presented by HR.com
the workplace evolves in the wake
of the Great Resignation.
Behind the Numbers
Among those who accepted
and left a job in 2021, some
of the most common reasons
given included a toxic work
environment, not enough work/life
balance, and not enough growth
opportunity. Other answers all
confirmed the same root cause:
the company culture.
But that concern is not unique
to this group. Eighty percent of
all jobseekers surveyed said
they wanted to fully understand
a company’s culture before they
would accept an offer.
That would seem to suggest that
rather than being more easily
dissatisfied than other employees,
these job-hoppers might actually
be job-testers, who are simply
August 2022 35
more perceptive of dysfunctional
environments – or perhaps are
more determined not to get
deeply involved in one. If that is
historically been the case, it no
longer looks to be. The pandemic
and the Great Resignation
have evidently empowered and
motivated other longer-standing
employees to leave similar
toxic situations.
We can further back up this
inference with previous data that
showed those organizations with
healthy cultures have not seen
the same mass departures that
others have.
While some workplaces might be
truly toxic and require wholesale
changes, many others could
probably just benefit from a
realignment of priorities. Then
there are those employer-
employee relationships that are
Submit Your Articles
 What Job-Hoppers Can Teach Us About The Great Resignation
simply not a good match. The
solution then is two-fold: a healthy
culture and transparency.
The Fix
So what makes for healthy
company culture? Start with
managers who know their
employees as individuals, what
their strengths are and how
those abilities or soft skills can
be used to accomplish their
goals. But, as the survey data
shows, employees’ concerns
extend beyond just their work.
The heightened experience of
living through the pandemic, from
weathering its emotional toll to
adapting to the challenges of
remote work, has underscored
for all of us just how important
employee wellbeing, and
managers’ ability to support it, is.
This twin approach of fostering
engagement and wellbeing is
fundamental to Martin Seligman’s
pioneering work in positive
psychology.
Seligman’s PERMA model for
wellbeing consists of five pillars
that support a healthy and
productive outlook and breaks
down as:
●● Positive emotions
●● Engagement
●● Relationships
●● Meaning
●● Accomplishment
A company culture that
champions positive psychology’s
holistic approach will produce
the best results and help avoid
Talent Acquisition Excellence presented by HR.com
employee turnover. Find flexible
work arrangements that meet
the company and employees’
needs. Invest in upskilling as your
business evolves so that current
employees feel valued and part of
the company’s continued success.
Of course, even a company that
focuses on employee wellbeing
and engagement can lose valued
employees if those employees
find themselves in a position
or company that is not as they
envisioned. Remember, the
valued employees but find and
overwhelming majority of survey
keep great new talent. In the
respondents said they wanted
process, you can emerge from the
to understand a company’s
Great Resignation stronger, and
culture before they would accept
you might just crack one of HR’s
a position. It is no longer just
most persistent problems.
yesterday’s job-testers who want
to know what they are getting into
before they commit. Offering an
honest window into the company
from the very beginning of the
recruitment process will go a long
way in ensuring a positive, lasting
fit for both parties.
Job simulations are increasingly Nicky Garcea is a Co-Founder and
popular as a method for Chief Customer Officer at Cappfinity.
offering a hands-on preview of a She is an accredited industrial
position’s responsibilities, while psychologist. Nicky works with
virtual company tours offer the Cappfinity clients globally and heads
up the Americas. Nicky has over 20
opportunity to meet potential
years’ experience working with global
coworkers and gauge cultural clients including several large law
fit. This culture of transparency firms. She is a pioneer in recruiting
should carry through onboarding and developing for strengths and
and beyond, with regular check-ins the recruitment and promotion of
underrepresented talent. Nicky is a
to ensure that employees are set
regular keynote speaker on candidate
up for long-term success.
experience and immersive recruitment
technology.
By prioritizing a healthy,
transparent company culture and
ensuring your employees mesh
with it from the start, you will not
Would you like to comment?
only be able to hang onto current
August 2022 36 Submit Your Articles
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 Talent Acquisition Excellence
August 2022
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