On Episode 92 of The Talent & Growth Podcast we were joined by Isabel McParland, the People and Talent Acquisition Partner at BVNK, who have been on a real growth journey during the last couple of years to the last four months. We were fascinated to hear about how they have managed to maintain their integrity around putting culture at the centre of their hiring process. Isabel shared her insights on how culture-centred hiring can develop your business and grow it in the right way. Read on for the highlights of that conversation.
What do you mean by putting culture at the centre of hiring?
Throughout the entire process, it’s been very apparent from day one, that having the right skills is important. There’s no two ways about that; you have to have the right skills to do a job, but having the right attitude is also essential. That’s something that we prioritise over everything else. We’ve managed to grow a culture that’s very fast paced and allows the people who work for us to really thrive. In order for that to happen, we have to have the right people come into the business in the first place.
At every interview stage, culture is assessed by every single individual who does the interviewing. In order to be a successful candidate, you have to pass all of those cultural things that go on throughout the interviews. We either have like absolute yeses, where we cannot wait for individuals to start, or unfortunately they don’t come and work for us. We explain that we don’t just want culture fits, we want culture ads. Those are people whose first question is, ‘What is the culture?’ That automatically tells us that culture is important to them. In order to build a healthy culture, you have to have people who see culture as equally important to them.
How are you implementing culture in the hiring process?
Our hiring process is structured towards culture. Candidates will always speak to a member of the talent team first. I never like to use the word interview, I always just call it a chat. It’s just so we can understand them a bit more, and they can equally get to know us a bit more. Then they will speak to hiring managers, and then they’ll speak to me as a member of our executive team. But they always speak to a diverse range of employees, whether that’s people from all around the world, a mix between males and females, etc, we make sure that we are giving a whole view of the business.
They will always speak to an executive at the end, that’s always the last stage. That’s something that we implemented about six months ago and we’ve seen great results. I think it’s really nice for candidates have buy-in from the executives, and it shows the importance that BVNK places on our talent and the people coming into the business. The flip side of that is that our executives have an opportunity to meet people before they come into the business. The executives also get a say in whether they think they’re going to fit into our culture correctly or not. It really shows that we have buy-in from every stage of the business.
How do you maintain solid and understandable boundaries around our culture, yet still make sure your hiring process and environment inclusive?
We put in good processes that allow us to do things quite quickly. For example, when a hiring manager says they like who they just interviewed, we know what the next step is, without even having to think about it. That does speed things up. I think the next thing is bringing on the right hiring managers who are inclusive, who have the right vision, who know the type of person they want to bring into the team. Outside of a culture-based system we do reference checks. All of our offers will be subject to reference checks, which is to make sure that their previous companies have also seen the traits that we’re looking for as well. We try to be efficient and make sure we haven’t missed anything while being quick.
To hear more about putting culture at the centre of your hiring process, tune into the full episode of The Talent & Growth Podcast here.
On Talent & Growth we speak to talent leaders about the challenges they face and their solutions for attraction and retention. If you’re interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier, then this is the podcast for you.