The Complete Guide to Hiring Candidates that Aren't an Exact Match

Shefali Vasave | November 30, 2021 | 54 views

Interview News

What if Your Perfect Candidate Isn't Out There?

The idea of hiring someone perfect for the job sounds like a dream come true. But what if your perfect candidate isn't out there?

There are many reasons why you may not find the ideal candidate. Maybe they're hiding in plain sight, or maybe you're just trying to find something that doesn't exist.

On the other hand, they are working for your competitor and just aren't looking for new opportunities, or maybe they are in a completely different field of work. Either way, it's time to rethink your process and techniques for hiring employees when a candidate is not a 100% match.

Should You Be Open to Candidates That Aren't an Exact Match?

The best recruiting process comes down to three key ingredients - the right people, the proper process, and the right technology. The wrong people will lead you astray; the wrong process will leave you spinning your wheels; and without good technology, you'll be stuck in the dark ages. But is everything this black and white?

The answer to this question depends on the company you are hiring for and the type of industry. For example, suppose you are a startup company looking for a marketing executive. In that case, it may be a good idea to have a more open attitude towards considering people who don't have the exact skill-set.

Now that companies have the remote infrastructure in place, they are focusing on hiring the best people, not just the most local. It’s exciting!

- Kyle Lacy, CMO at Lessonly

However, if you are an established company in an industry such as law firms and banks, you would want to make sure that person has all the necessary skills and experience. Yet, many hiring managers overlook a good-fit candidate because they might be someone with a different cultural background, a different type of experience, or simply a personality that may not seem best suited for their role at first glance. 

3 Reasons Why It's Worth Hiring Employees Who Aren't the Exact Fit

Hiring the wrong candidate could indeed be an expensive mistake. Candidates who aren't an exact match should be viewed cautiously; when hiring managers do this, they need to provide clear guidelines about expectations and job requirements to help narrow down their search.

After all, it costs companies 30% of a bad hire's first-year salary. But doesn't this mean every candidate must be a 100% match? After all, vacant positions cost companies in the U.S. millions of dollars every year. It's worth hiring new employees who aren't the right fit because they can often impact other ways. For example, they may be able to teach skills that you need to your other employees, or they may be able to pick up new skills on the job.

Teaching skills: Employees who don't work out for one job but excel in another can share their skills with your organization and help transfer knowledge and expertise from one area to another.
They're more motivated than other candidates: If an individual doesn't feel like they're 100% perfect, they'll often work harder than someone who does seem like the perfect match. So having self-motivated employees is far more helpful than having a 100% skill match.

Beyond the technical skills, soft skills like communication, work ethics, and attitude are essential to doing a job. In some cases, someone who is maybe a 70% match in the technical aspects but comes with other skills will be more efficient. This is because they will learn ad unlearn things to succeed in their job.


How to Ensure You Hire the Right Candidate Without Compromising Your Company's Culture or Values

A company's culture reflects its values. When someone says a candidate is an excellent cultural fit, it often means they are easy to hang around and hang out with. However, organizations must be careful in making this a core requirement. As the adage goes, "birds of a feather flock together," people are often attracted to others who share the same background. This could hamper your efforts to be a diverse and inclusive workplace. This also means that cultural fit need not be held as a high standard. People have a way of fitting in and aligning with your values once they get settled in their roles. You must ensure that the skills and presence they bring to the table align mostly with your company culture.


Conclusion: Hiring Shouldn't be Just Based on a Perfect Match to the Job Description

You can find someone that may not be perfect but is good enough, and that is fine. It benefits your organization in several ways. Learning opportunities are one of the most significant factors that contribute to employee retention. You always risk hiring someone perfect and risk them burning out from overwork. They find their role less stimulating and end up leaving.

Providing an opportunity to someone who isn't a complete match creates the perception that your organization is invested in your employees. You are dedicated to their growth and understand that there is a learning curve. You can also look forward to being in a workplace where your 60% or even 70% match becomes a 100% match for your organization.


Frequently Asked Questions


What are the challenges of hiring a candidate that isn't an exact match?

The challenge of hiring a candidate that doesn't match your needs is that it's harder to predict their performance since they're not an exact fit. This can be especially problematic when you're trying to fill a specialized role, and the talent pool isn't significant.


How can hiring managers overcome the challenges of not being able to find the perfect candidate?

One of the best ways is to find a perfect match candidate and then train them to become a perfect fit.


How does a candidate's personality affect their work?

Some people have a "get-it-done" attitude, and others need a lot of hand-holding. Your best bet is to identify what type of personality works better for the position you're looking for and hire accordingly.

Spotlight

ENGAGE

ENGAGE is a consultancy that creates highly engaged and effectively led organisations. We know that businesses succeed when leaders understand how to engage employees with their vision, strategy and values. Businesses perform when leaders and employees are fully engaged with the role they play in delivering these. As a result, we gather and integrate data from every level of the organisation and across every aspect of the employee experience. From this, we deliver research-led programmes for leaders and leadership teams, managers and employees, using bespoke insight tools to inform decision-making and drive high impact change.

OTHER ARTICLES
TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

HR Compliance: Get Back to Basics During the Great Reset

Article | August 2, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Read More
RECRUITMENT & RETENTION

What Unconventional People Analytics Looks Like?

Article | February 4, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
RECRUITMENT & RETENTION

Purposeful Employee Well-being: Making Data-based Decisions

Article | March 3, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

Read More

Spotlight

ENGAGE

ENGAGE is a consultancy that creates highly engaged and effectively led organisations. We know that businesses succeed when leaders understand how to engage employees with their vision, strategy and values. Businesses perform when leaders and employees are fully engaged with the role they play in delivering these. As a result, we gather and integrate data from every level of the organisation and across every aspect of the employee experience. From this, we deliver research-led programmes for leaders and leadership teams, managers and employees, using bespoke insight tools to inform decision-making and drive high impact change.

Related News

TALENT MANAGEMENT,EMPLOYEE BENEFITS

WorkFaith Launches WorkFaith Now

WorkFaith | August 03, 2022

WorkFaith announced WorkFaith Now, a new online learning platform for job seekers and employees. WorkFaith Now offers self-paced job readiness and career development courses at no cost to both individuals looking for work and staffing agencies who want to upskill their clients. "WorkFaith Now is a transformative digital platform that gives 24/7 access to faith-based training and coaching opportunities. No longer is time or transportation a barrier for those who need immediate access to critical job resources, When you access WorkFaith Now, you can expect to receive essential job training skills that have helped thousands of individuals obtain employment over the years. WorkFaith is an industry leader in workforce development, and has a vetted process that caters to individuals looking for long-term employment." -Nick Hardy, Chief Program Officer at WorkFaith Features of WorkFaith Now include: 24/7 access from a smart device Engaging on-demand content No cost to the user WorkFaith Now will be available starting August 1. About WorkFaith: WorkFaith is a organization that provides faith-based training and coaching for anyone who desires long-term employment. WorkFaith has helped thousands of people find work and achieve long-term success for over 16 years.

Read More

RECRUITMENT & RETENTION

Validus Senior Living Partners With Arena Analytics to Improve Employee Retention Through Cutting-Edge AI and Data Science

Arena Analytics | July 18, 2022

Arena Analytics, the market leader in applying artificial intelligence to workforce challenges, and Validus Senior Living, an owner and operator of senior living communities throughout the Southeast, today announced that Validus will adopt Arena Analytics' innovative AI-powered predictive analytics platform to guide hiring and recruiting decisions for critical positions covering all of its senior living facilities. Validus Senior Living, which operates 16 senior living communities across four states, will use Arena Analytics' sophisticated predictive analytics and advanced machine learning techniques to identify quality candidates who are most likely to be retained in their positions, reducing turnover and related premium labor costs. The Arena Analytics solution has been proven to drive positive outcomes across industries, leading to more stable, productive, and profitable workforces. Validus will adopt Arena Analytics' innovative AI-powered predictive analytics platform to guide hiring and recruiting "We are innovators in the senior living sector at Validus and are always looking to build strategic partnerships with companies that hold our same values and recognize how technology will move our industry forward Improving retention in today's labor market is critical to our success and partnering with Arena Analytics will help us make intelligent, data-driven decisions that will lead to tangible results. We know that using data to help us identify the best people for our jobs, as well as retention, will result in better care and service outcomes for the moms and dads we serve." -Kate Wentworth, Vice President of Human Resources for Validus Senior Living. Validus Senior Living is a world-class organization with a forward-looking approach to adopting the right tools, technologies, and solutions to build a stable, productive workforce to best serve its residents and communities, said Myra Norton, CEO of Arena Analytics. We believe Arena Analytics' outcomes-based approach to identifying quality candidates who are most likely to be retained will support Validus' commitment to the team members, residents, families and communities they serve. Validus Senior Living will adopt the following aspects of Arena Analytics platform: Arena Analytics Talent Discovery, which deploys optimized sourcing and recruitment marketing strategies to supply additional high-quality candidate volume. Arena Analytics Retention Prediction, powered by a proprietary predictive analytics model that gathers and analyzes data from multiple sources to help organizations identify applicants most likely to stay in specific roles before they are hired. Arena Analytics Bias Mitigation, utilizing advanced adversarial fairness techniques to analyze and remove potential discriminatory variables from each prediction, promoting diversity and inclusion. About Arena Analytics- Arena Analytics helps organizations build more productive and equitable workforces, while empowering individuals to uncover and pursue opportunities where they are likely to thrive. Our technology platform enables our customers to tackle a range of workforce challenges by using AI and predictive analytics to focus on matching candidates with jobs based on outcomes rather than assumptions and outdated, biased assessments. For more information on Arena Analytics, visit www.arenaanalytics.io. About Validus Senior Living- Validus Senior Living is based in Tampa, Florida and is the owner, operator, and third-party manager of 16 communities comprised of Independent Living, Assisted Living and Memory Care services located throughout the Southeastern United States with several more projects under development. Guided by their moral compass in all that they do, Validus Senior Living has the great honor of creating environments where moms and dads can thrive, families can rest at ease, and employees can build the careers they want. They feel it is their moral obligation to do everything in their power to remove obstacles and provide thoughtful solutions that have long-lasting, meaningful impact in people's lives.

Read More

RECRUITMENT & RETENTION

Clearlake-backed Cornerstone Names Carina Cortez Chief People Officer

Cornerstone | July 05, 2022

Cornerstone OnDemand, Inc., a leader in adaptive HR solutions, announced the appointment of Carina Cortez as Chief People Officer, effective July 1, 2022. Cortez will be responsible for leading Cornerstone’s global HR teams in support of Cornerstone’s commitment to creating a work environment that inspires individual growth and collective success. With a heightened focus on continuous skill building, learning opportunities and tools needed to power the future-ready workforce, Cortez will oversee all strategic HR functions, including Talent Acquisition, HR Operations and Systems, Diversity and Inclusion, Compensation and Benefits, People Business Partners, Learning & Development, Organizational Effectiveness and Employee Experience. Cortez brings more than 20 years of global HR and people operations experience to Cornerstone, including a deep understanding of what it takes to successfully connect people growth with business success. Her passion for learning and development and innovative approach to addressing business needs and strategic challenges has allowed her to produce creative, effective and sustainable solutions throughout the course of her career. Prior to joining Cornerstone, Cortez held a number of key leadership positions for some of today’s most distinguished brands, including her most recent position as Chief People Officer for Glassdoor, where she was responsible for leading the company’s people functions, including Strategic HR, Talent Acquisition, Culture Management, Learning and Development, DEI and more. Cortez also held HR leadership positions at Ellie Mae, Walmart eCommerce, PayPal and Visa. “Carina is a dynamic leader with the right skills to help us in our relentless pursuit to reimagine the world of work,” said Himanshu Palsule, Cornerstone Chief Executive Officer. “Carina is a dynamic leader with the right skills to help us in our relentless pursuit to reimagine the world of work,” said Himanshu Palsule, Cornerstone Chief Executive Officer. “She brings with her extensive experience across a multitude of strategic HR functions and a strong understanding of the unique needs of today’s workforce. She has a long-standing track record of creating innovative, holistic HR solutions and exceptional employee experience. Her passion for people growth and empowerment aligns seamlessly with our mission here at Cornerstone, and she will be a tremendous asset as we continue to develop and enhance our unique culture, strengthen our core values and support the growth of our people.” “The success of any company starts with its people, and it is a privilege to join an organization like Cornerstone that stands firm in its commitment to putting employees first and creating both solutions and a broader atmosphere that allows for every individual to thrive,” said Cortez. “My goal has always been to help people become their best, most fulfilled selves at work, while creating impactful solutions that propel business growth. I’m thrilled to bring my experience and unique perspective here to Cornerstone and to continue building upon what is already an incredibly engaged, inclusive and progressive culture.” Cortez holds a Bachelor's degree in Business Administration with an emphasis in HR Management from California Polytechnic State University – San Luis Obispo and is working towards her Master’s degree in Diversity and Inclusion Leadership from Tufts University. About Cornerstone Cornerstone powers the future-ready workforce with adaptive HR solutions designed to unite technology, data and content and inspire a work environment of growth, agility and success for all. With an AI-powered, skills-forward, experiential system designed for the contemporary workforce, we help organizations modernize their learning and development experience, deliver the most relevant content from anywhere, accelerate talent and career mobility and establish skills as the universal language of growth and success across their business. Cornerstone serves over 6,000 customers and 75M users and is available in 180 countries and 50 languages.

Read More

TALENT MANAGEMENT,EMPLOYEE BENEFITS

WorkFaith Launches WorkFaith Now

WorkFaith | August 03, 2022

WorkFaith announced WorkFaith Now, a new online learning platform for job seekers and employees. WorkFaith Now offers self-paced job readiness and career development courses at no cost to both individuals looking for work and staffing agencies who want to upskill their clients. "WorkFaith Now is a transformative digital platform that gives 24/7 access to faith-based training and coaching opportunities. No longer is time or transportation a barrier for those who need immediate access to critical job resources, When you access WorkFaith Now, you can expect to receive essential job training skills that have helped thousands of individuals obtain employment over the years. WorkFaith is an industry leader in workforce development, and has a vetted process that caters to individuals looking for long-term employment." -Nick Hardy, Chief Program Officer at WorkFaith Features of WorkFaith Now include: 24/7 access from a smart device Engaging on-demand content No cost to the user WorkFaith Now will be available starting August 1. About WorkFaith: WorkFaith is a organization that provides faith-based training and coaching for anyone who desires long-term employment. WorkFaith has helped thousands of people find work and achieve long-term success for over 16 years.

Read More

RECRUITMENT & RETENTION

Validus Senior Living Partners With Arena Analytics to Improve Employee Retention Through Cutting-Edge AI and Data Science

Arena Analytics | July 18, 2022

Arena Analytics, the market leader in applying artificial intelligence to workforce challenges, and Validus Senior Living, an owner and operator of senior living communities throughout the Southeast, today announced that Validus will adopt Arena Analytics' innovative AI-powered predictive analytics platform to guide hiring and recruiting decisions for critical positions covering all of its senior living facilities. Validus Senior Living, which operates 16 senior living communities across four states, will use Arena Analytics' sophisticated predictive analytics and advanced machine learning techniques to identify quality candidates who are most likely to be retained in their positions, reducing turnover and related premium labor costs. The Arena Analytics solution has been proven to drive positive outcomes across industries, leading to more stable, productive, and profitable workforces. Validus will adopt Arena Analytics' innovative AI-powered predictive analytics platform to guide hiring and recruiting "We are innovators in the senior living sector at Validus and are always looking to build strategic partnerships with companies that hold our same values and recognize how technology will move our industry forward Improving retention in today's labor market is critical to our success and partnering with Arena Analytics will help us make intelligent, data-driven decisions that will lead to tangible results. We know that using data to help us identify the best people for our jobs, as well as retention, will result in better care and service outcomes for the moms and dads we serve." -Kate Wentworth, Vice President of Human Resources for Validus Senior Living. Validus Senior Living is a world-class organization with a forward-looking approach to adopting the right tools, technologies, and solutions to build a stable, productive workforce to best serve its residents and communities, said Myra Norton, CEO of Arena Analytics. We believe Arena Analytics' outcomes-based approach to identifying quality candidates who are most likely to be retained will support Validus' commitment to the team members, residents, families and communities they serve. Validus Senior Living will adopt the following aspects of Arena Analytics platform: Arena Analytics Talent Discovery, which deploys optimized sourcing and recruitment marketing strategies to supply additional high-quality candidate volume. Arena Analytics Retention Prediction, powered by a proprietary predictive analytics model that gathers and analyzes data from multiple sources to help organizations identify applicants most likely to stay in specific roles before they are hired. Arena Analytics Bias Mitigation, utilizing advanced adversarial fairness techniques to analyze and remove potential discriminatory variables from each prediction, promoting diversity and inclusion. About Arena Analytics- Arena Analytics helps organizations build more productive and equitable workforces, while empowering individuals to uncover and pursue opportunities where they are likely to thrive. Our technology platform enables our customers to tackle a range of workforce challenges by using AI and predictive analytics to focus on matching candidates with jobs based on outcomes rather than assumptions and outdated, biased assessments. For more information on Arena Analytics, visit www.arenaanalytics.io. About Validus Senior Living- Validus Senior Living is based in Tampa, Florida and is the owner, operator, and third-party manager of 16 communities comprised of Independent Living, Assisted Living and Memory Care services located throughout the Southeastern United States with several more projects under development. Guided by their moral compass in all that they do, Validus Senior Living has the great honor of creating environments where moms and dads can thrive, families can rest at ease, and employees can build the careers they want. They feel it is their moral obligation to do everything in their power to remove obstacles and provide thoughtful solutions that have long-lasting, meaningful impact in people's lives.

Read More

RECRUITMENT & RETENTION

Clearlake-backed Cornerstone Names Carina Cortez Chief People Officer

Cornerstone | July 05, 2022

Cornerstone OnDemand, Inc., a leader in adaptive HR solutions, announced the appointment of Carina Cortez as Chief People Officer, effective July 1, 2022. Cortez will be responsible for leading Cornerstone’s global HR teams in support of Cornerstone’s commitment to creating a work environment that inspires individual growth and collective success. With a heightened focus on continuous skill building, learning opportunities and tools needed to power the future-ready workforce, Cortez will oversee all strategic HR functions, including Talent Acquisition, HR Operations and Systems, Diversity and Inclusion, Compensation and Benefits, People Business Partners, Learning & Development, Organizational Effectiveness and Employee Experience. Cortez brings more than 20 years of global HR and people operations experience to Cornerstone, including a deep understanding of what it takes to successfully connect people growth with business success. Her passion for learning and development and innovative approach to addressing business needs and strategic challenges has allowed her to produce creative, effective and sustainable solutions throughout the course of her career. Prior to joining Cornerstone, Cortez held a number of key leadership positions for some of today’s most distinguished brands, including her most recent position as Chief People Officer for Glassdoor, where she was responsible for leading the company’s people functions, including Strategic HR, Talent Acquisition, Culture Management, Learning and Development, DEI and more. Cortez also held HR leadership positions at Ellie Mae, Walmart eCommerce, PayPal and Visa. “Carina is a dynamic leader with the right skills to help us in our relentless pursuit to reimagine the world of work,” said Himanshu Palsule, Cornerstone Chief Executive Officer. “Carina is a dynamic leader with the right skills to help us in our relentless pursuit to reimagine the world of work,” said Himanshu Palsule, Cornerstone Chief Executive Officer. “She brings with her extensive experience across a multitude of strategic HR functions and a strong understanding of the unique needs of today’s workforce. She has a long-standing track record of creating innovative, holistic HR solutions and exceptional employee experience. Her passion for people growth and empowerment aligns seamlessly with our mission here at Cornerstone, and she will be a tremendous asset as we continue to develop and enhance our unique culture, strengthen our core values and support the growth of our people.” “The success of any company starts with its people, and it is a privilege to join an organization like Cornerstone that stands firm in its commitment to putting employees first and creating both solutions and a broader atmosphere that allows for every individual to thrive,” said Cortez. “My goal has always been to help people become their best, most fulfilled selves at work, while creating impactful solutions that propel business growth. I’m thrilled to bring my experience and unique perspective here to Cornerstone and to continue building upon what is already an incredibly engaged, inclusive and progressive culture.” Cortez holds a Bachelor's degree in Business Administration with an emphasis in HR Management from California Polytechnic State University – San Luis Obispo and is working towards her Master’s degree in Diversity and Inclusion Leadership from Tufts University. About Cornerstone Cornerstone powers the future-ready workforce with adaptive HR solutions designed to unite technology, data and content and inspire a work environment of growth, agility and success for all. With an AI-powered, skills-forward, experiential system designed for the contemporary workforce, we help organizations modernize their learning and development experience, deliver the most relevant content from anywhere, accelerate talent and career mobility and establish skills as the universal language of growth and success across their business. Cornerstone serves over 6,000 customers and 75M users and is available in 180 countries and 50 languages.

Read More

Events