The Pomello team recently had the opportunity to visit NASA Ames Research Center. I wanted to take a break from our regularly scheduled programming to talk about what we saw when we were there. I am embarrassed to admit that I thought NASA Ames was shut down years ago, and it does feel like the days of space exploration are a distant memory that our parents can relate to better than us. You can wander the campus buildings where the hallways are often quiet, and peer into the windows of monolithic buildings where wind tunnels tested the aerodynamics of shuttles.
As somebody who has been through a huge merger, and the resulting reorganization, I can tell you that reorgs are the worst. They deservedly have a terrible reputation, because they are dehumanizing, demoralizing, and damaging to your company. So why do companies do them? They are necessary. Strategic shifts, changing economic environments, industry disrupting innovations can all force leadership teams to stir things up. The problem that every leadership team runs into is that reorgs are incredibly costly in terms of lost productivity and turnover.
Engineer your recruiting funnel the way you engineer your sales funnel. Candidates are your customers. Sell them on your company. Treat all of your candidates like they are unique individuals deserving of your respect and interest. When making an offer, appeal to the desire for people to feel connected to their colleagues, to be recognized, and to have impact.
Company culture is everywhere these days, but few people understand how to manage it. That’s largely because no one knows how to quantify it. Topics that are subjective and qualitative in nature do not lend themselves to quantitative measurement the way a test score does.
When you are stretched thin and working on multiple projects, it can be hard to get a clear handle on just how much time you are spending on hiring, so we wanted to provide you with the numbers to make your case. And we want to provide you with strategies for making your hiring process cheaper, more time efficient, and more successful.
Many companies promote expensive perks they provide like gourmet catering, unlimited vacation, and onsite yoga. Of course, these sound great, but when something sounds too good to be true, it usually is. Perks look good on paper, but they often come with downsides that companies and employees just don’t see coming.
There are a lot of similarities between dating markets and job markets. So it didn’t surprise me that I started to think about Amazon’s hiring practices as I was reading a dating advice column recently. In the column, a girl complains that she is always dating boring guys that don’t work out. The columnist tells her stop trying to date potatoes when you are a radish. Amazon’s hiring problem is that they are trying to recruit potatoes when they should be recruiting radishes.
Sometimes talking about company culture can feel like a minefield for everyone involved. Let’s take a mid-week moment to laugh about how hard it really can be.
We’ve all had this experience. A job candidate walks into an interview with you with an amazing resume. Their skills, their experience, and their expertise are exactly what you are looking for. Except there is one problem. You don’t like the way they describe how they’ve achieved past results.
I don’t know about you, but sometimes when I know I have to master something new I just wish someone would tell me the three most important things I needed to know, and skip the doctoral dissertation. Culture management is something that to a certain degree we all do already, but few people are used to using data and analytics to assist in culture management.