How to build a culture & recruit people to that culture?

Podcast Summary: Episode of #TalentBuzz with Guest Aref Abedi from Jobylon

Introduction:

• Host: Discusses talent acquisition in SaaS companies.
• Guest: Aref Abedi, CEO and founder of Jobylon.
• Topic: Building a company culture and recruiting people aligned with that culture.

Jobylon’s Happiness Culture:

• Definition: Maximizing people's potential, ensuring psychological safety, and promoting initiative and the acceptance of failure.
• Objective: Impactful work and relevance, rather than just superficial happiness.
• Evolution: Culture evolves with the people and over time, influenced by shared values.

Importance of Culture:

• Late Realization: The host acknowledges the later realization of culture's importance in a career.
• Benefits: Strong culture aids in recruitment and retention, making it easier to find culturally aligned candidates.

Aref's Focus on Culture:

• Initial Skepticism: Initially skeptical about spending time on defining values.
• Current Values: The values set at the beginning (passion for people, product, and business) are still in place and constantly discussed.

Building and Maintaining Culture:

• One-on-Ones: Monthly meetings with managers to discuss happiness and provide feedback.
• Workshops: Regular sessions to discuss values and their practical implications.
• Initiatives: Examples like the “Happiness Tax” where a portion of sales goes into a fund for employee-chosen initiatives.

Cultural Fit in Recruitment:

• Assessment Tests: Using tools like Alva Labs for personality and logic assessments.
• Case Interviews: To understand how candidates would act in their roles.
• Ongoing Theme: Culture is a continuous theme in the recruitment process.

Referral Program:

• Conversion Rates: Referrals generally have higher conversion and quality.
• Program Structure: Formalized referral program with a points system for various stages like interview, hiring, etc.

Salary Model Based on Culture:

• Transparency: Setting clear salary ranges based on functions and experience levels.
• Yearly Reviews: Self-assessment based on behaviors linked to company values.
• Outcome: Predictable salary outcomes based on individual assessments.

Employee Retention and Culture:

• Correlation: Strong culture is closely related to higher retention.
• Resilience: Culture acts as a glue during tough times, like economic downturns or personal challenges.

Employer Branding in Job Ads:

• Inclusion of Values: Clearly stating values and culture in job advertisements.
• Content Creation: Engaging content like employee branding videos that discuss culture and happiness at Jobylon.

Exit Plans:

• Proactive Approach: Discussing potential exits and future plans with employees from the start.
• Feedback Loop: Encouraging open communication about future aspirations and potential departures.

Final Thoughts:

• Key Takeaways: Emphasize culture and values in every aspect of the business, from recruitment to decision-making.
• Call to Action: Encourages sharing the podcast and suggests topics for future episodes.

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