Eve Vlemincx’s Post

I totally agree and like to add the 13th way to kill a culture: Focus on the negative 👉 Therefore lets concentrate on one easy way to cultivate a great culture: Focus on the positive 🙂🙂🙂 #change #leadership #culture

I had just been promoted and needed to backfill myself.   I began the search and found two qualified candidates that were both referrals with good reputations. They were very different. One was a clear "culture fit" based on personality; the other was highly qualified but raised questions on "culture fit."   I'm sure you noticed that I put culture fit in quotes above. It's such a slippery slope to use culture fit as a criterion if it's not clearly defined. Unconscious bias can become a big challenge. At the time, I don't think our company or I had it as clearly defined for my leaders as it should have been during the hiring process.   At a very surface level, the decision came down to an introvert and an extrovert. I'm oversimplifying, but my existing leaders and I had gone around and around on the culture fit piece.   After a long interview process, we chose to go with the candidate that we had initial concerns about because of what seemed to be a more introverted style.   This turned out to be one of the best decisions I made for our team. John Gatlin, was a great hire and is still a great friend. His expertise, diversity of thought, ability to deliver results and care for the team became a huge part of rounding out the personalities and skillsets on my leadership team.   I really appreciate the perspective in this article by Gallup. It highlights what we were unwittingly able to achieve. Instead of finding a "culture fit," we found a culture add. It's a great way of evolving the culture conversation when it comes to candidates. Ready to build out your customer journey and find the right talent? Message me to learn how I can help you. #culture #leadership #startup #earlystage #talent #recruiting https://lnkd.in/gdj2D-ST

🚨 Reality Check Alert! 🚨 🚦 Truth of Corporate: Biased Bosses vs. Employees 🚦 Hey #LinkedIn community! 👋 Today, I wanted to shed some light on an important topic that often goes unnoticed in the corporate world. As an employee, it's crucial to have an open discussion about the reality of biased bosses, and how it influences our overall growth and well-being. 🌱 As I approach the one-year mark in my first corporate job, I couldn't help but reflect on the realities I've encountered. Passionate and eager to succeed, I envisioned a workplace where my efforts would be recognized and opportunities would be abundant. Yet, the harsh truth of biased bosses emerged, hindering growth and snatching away valuable experiences. It's disheartening to witness firsthand the detrimental influence of self-centered bosses who prioritize personal attention over the betterment of the team and the company. The corporate world can often feel like a battleground, where one's potential is diminished by those in power.🙅♂️ However, it's essential to remember that this discussion isn't about generalizing all bosses as biased. Many leaders genuinely believe in fairness and equal opportunities. 🤝 that thrives on integrity and inclusivity. 🌟 If you've faced similar experiences or have insights to share, I encourage you to leave a comment below! Let's engage in a constructive dialogue and influence positive change. 💬 Together, we can empower one another and challenge these biases head-on! 💪 📢 Remember that everyone's voice matters. Let's use #CorporateMisconceptions, #UnbiasedLeadership, and #EqualityAtWork to continue this dialogue and create awareness. Spread the word! 🗣️ Stay motivated, stand up for what's right, and let's make a difference! 🌍💙 #RealityCheck #CorporateWorld #InclusivityMatters #WorkplaceEquality #LeadWithFairness #Empowerment #linkedincommunity

Welcome to my #FridayReflection. Today's topic is #Diversity #Recruitment and your #TalentStrategy ...and why there is no other way than doing the actual (hard) work if you are committed to creating and fostering a diverse and inclusive team. We know from plenty of research that diverse teams are better for the bottom line; they regularly outperform, they are more creative, more productive... So if you are smart, and if you believe the scientific evidence: your number 1 focus should be right now to hire the best talent. Your company's success is mostly down to the people you can attract and set up to thrive. YET, despite all the scientific evidence (links in the comments below, and feel free to add!) and all the lip service of leaders, many companies struggle. But it doesn't need to be a struggle. While there are rarely shortcuts and quick fixes, there are some simple 'no brainer' - things you can do. If you want to attract more women or more diverse candidates in the first place, think about: - Where you are putting the job posts? - How the job description is written. - What your hiring process entails. 🤔 Once you have 'bagged' a great candidate... - What are you doing to make sure they are set up to succeed? That they get all the support they need to thrive? And then the very final thing: Are you giving them the opportunities so they can (out)-shine without causing offence! 🌟 If you are a smart leader, talent or recruiter or in HR, I'd love to chat two you to find out your biggest challenge in attracting the best female #talent right now. Feel free to connect with me or DM me if you don't feel comfortable commenting here. Let's do this! ✨ Thanks for reading to the end. Have a great weekend and as always: Stay #gracefullyBOLD. Nora _ _ _ _ _ 👋 Hi there! I'm Nora and I write about leadership, female talent, networking, and positive psychology. With my content I aim to inspire and encourage people to be the role model they wish they had, and to be(come) #gracefullyBOLD. 🔔 Hit the bell on my profile to get notified when I post. 💝 Share this post with anyone you believe may benefit from it. #Leadership #Talent #TheFemaleForum

Something's annoying me. Everyone's talking about "culture fit", but why is no one talking about "culture add"?! 🤷♂️ I've seen it way too many times—amazing candidates get brushed aside because they don't fit the same old mold. They didn't blend in seamlessly. Am I the only one who's noticed this? I'm tired of this worn-out script. Instead of assembling teams of clones, nodding along to the same ideas, how about we embrace the whole package—introverts, extroverts, anxious minds, quiet geniuses, charismatic leaders, and everyone in between. 🌈 When you welcome "culture add," you welcome untapped potential, fresh perspectives, and out-of-the-box thinking. So, to ALL THE HIRING MANAGRS OUT THERE. Next time you meet a candidate with a different vibe, resist the urge to dismiss them just because of "culture fit." Instead, ask yourself: "Could their unique strengths propel us to new heights? I'm dying to know what others think about this? Have you experienced this? Recruiters, have you seen this? Share your thoughts in the comments below, or tag someone you think should see this. #recruitment #diversity #hiring #interviewing #jobsearch #talentacquisition #breakthemold #cultureadd #culturefit

Lost Another Employee? It Could Be This. Company Culture: A Non-Negotiable Factor!!! Gen Z and Millennials are rewriting the job-search playbook. ➤ 64% of Indians prefer staying in a company with a positive culture. ➤ 86% of job seekers avoid companies with bad reputations. ➤ 97% are willing to trade salary for fulfilling work relationships. How can you tell if your workplace needs improvement? Answer these 7 questions - On a scale of 0-10 how would you rate the following: 1. How committed is your organization to fostering diversity and inclusion? 2. Rate your leadership team's effectiveness in promoting a positive culture. 3. How well does your organization support a healthy work-life balance? 4. How would you rate the availability of professional growth opportunities? 5. Rate the effectiveness of your organization's recognition and rewards programs. 6. How flexible are the work arrangements in your organization? 7. How engaged are your employees in their work and the company's mission? This exercise is designed for self-reflection and understanding. Be completely honest with yourself. But do remember, "Knowing is half the battle" Cheers! Sonali #culturematters #diversityandinclusion #quietquitting

Building diversity, equity, and inclusion on a broken culture is destined to fail. Consider culture the foundation for your business. Without a strong one, your organization will crumble. Once your foundation is solid you can focus on creating diverse, equitable, and inclusive teams. Remember, DEI is not a box to check… it is something that you have to intentionally and continuously work on. This work must be genuine. 🏁 From the start, make sure your hiring team is diverse, and have accessible job postings. 💪🏽 Build a diverse management team. ✨Policies at work must honor and respect diversity and different backgrounds. Building stronger teams from the start will save your business from crumbling, and save you time on repairing a broken culture. DEI and culture go hand in hand. You cannot have one without the other. #teambuilding #business #humanresources #dei #culture #hiring #support

How are you tackling diversity hiring? Are you engaging with companies where having a diverse workforce is essential to them? As the Director of Talent Ops & Culture at Hub Recruiting- a ZRG Partners Company, I've seen firsthand how building a diverse team isn't just a checkbox – it's a journey. So, let's break it down: Step 1: Acknowledge the Hurdles First things first, we've got to admit that there are challenges.  It's not about pointing fingers but about recognizing where the gaps lie. Only then can we bridge them? Step 2: Audit the Numbers & Culture Numbers don't lie, and they tell a story.  Take a deep dive into your team's composition – who's here and who's missing? But remember, diversity isn't just about headcounts. It's about building a culture where everyone feels heard and valued. Step 3: Get Stakeholder Buy-In Change starts at the top. Engage your leadership with a clear message: diversity isn't a buzzword; it's a business imperative. When everyone's on board, the momentum becomes unstoppable. Step 4: Assess & Remove Bias in Hiring Bias can sneak into the hiring process in ways we don't even realize. It's time to dismantle those barriers.  Let's scrutinize each step, from job descriptions to interviews, and ensure fairness prevails. Step 5: Metrics, Metrics, Metrics Metrics give us a roadmap.  Track progress, and see what's working and where adjustments are needed. But remember, don't get lost in the numbers! They're a tool, not the goal. Step 6: Beyond Numbers – Cultivate Inclusion Diverse hires are just the beginning.  Fundamental transformation happens when we foster an inclusive culture. It's about creating an environment where diverse voices are celebrated, and everyone has a seat at the table. Let's be real – this journey isn't a walk in the park. It's hard work, but it's the kind of work that changes lives and organizations for the better. So, here's the deal, folks: It's time to challenge the norms, step up, and #DoBetterPeople. Let's create workplaces that reflect our beautifully diverse world. Are you in? Let's do this together! #DEIB #InclusionMatters #diversityhiring #jobseekers #recruiterlife

Beyond the Persona: Unveiling the Hidden Talent Tired of job descriptions demanding an "outgoing" or "bubbly" personality? We've all been there. As a leader, I've seen firsthand the magic that happens when diverse personalities come together. Introverts, neurodivergent individuals, and others often bring unique perspectives, analytical skills, and deep focus – qualities crucial for success in many roles. But by fixating on a specific personality archetype, companies risk casting a narrow net, potentially excluding highly qualified individuals who excel in different ways. Instead, let's shift the focus to what truly matters: specific skills and desired contributions. Do you need someone who excels at building customer rapport? Say that! Do you value teamwork and collaboration? Highlight it! By moving beyond personality stereotypes, we open doors to a richer, more inclusive workforce. Let's celebrate diverse talents and unlock their full potential. Share your thoughts! Have you encountered personality bias in your job search? How can we create more inclusive workplaces? #diversityandinclusion, #neurodiversity, #workplaceculture, #talentsourcing, #opentogrowth

How to avoid unconscious bias while hiring!