TechVibes, one of Canada’s major sources for news on technology and startups released the results of their 2013 Canadian Startup Awards where readers nominated and voted for their favourites in a variety of categories.
We were particularly interested to see who would win in the category of ‘Employer of the Year’ as the best of the best were present as nominees. The mighty ecommerce-enabling Shopify (whose awesomeness we’ve previously featured on this blog), Freshbooks – the powerhouse of small business accounting software and super social media enhancing HootSuite. These are all very worthy candidates for the award and after the count, HootSuite won over Shopify with 39% of the votes.
So what makes HootSuite so droolworthy to work for? Here are but a few reasons.
They truly “get” their employer brand.
This sweet little ‘Hootlandia’ video creatively expresses what it’s like to be a part of their corporate culture. Hootsuite know what makes them a unique and aren’t afraid of showing a little quirk.
Their offices are fab. The perks AH-MAZING!
Who wouldn’t want to go to work when you get to spend your time in swank offices with super coworkers? Nap rooms. 24/7 gym with lockers. And tents! Need a space? Go grab a tent.
For more details on all of their great perks, do check out this article as it really captures the HootSuite space and their character.
Their HR team is driven.
With increased product adoption by paid clients, HootSuite doubled their staff to 300 in 2012. The kicker is that in 2010, they had only 35 employees!
Given that their growth has been phenomenal to this point, in 2013 they landed the largest VC software deal in Canadian history, requiring their human resources team to fill 100 new jobs in record time. To help with their recruiting efforts, they wasted no time and hosted an open house event which attracted thousands. They engage with candidates via a dedicated Twitter account for their HR team which allows them to promote such job fairs using the hashtag #HootHire. Hey. Their product is all about social media so would you expect anything different from them?
This photo says it all.
So we tip our hats to HootSuite! Job well done.
Here’s the second edition of the Qwali-Five, our weekly round up of things that have caught our eyes and piqued our interest.
- For some work is an adventure. Read all about Alastair Humphreys who is living his dreams.
- This Harvard Business Review article on ‘Motivating People to Perform at their Peak’ explores the psychology behind motivating people and the influences of positive or negative talent-development cultures. If you enjoy geeking out on workplace psychology, then you will appreciate this article.
- Not commonly seen in workplaces, this article from Entrepreneur magazine advocates for letting go of employees with love and dignity.
The best exit strategy is professional, kind and loving. Far too many companies grow sterile when they have to let someone go. Even if an employee is upset or hurt by the dismissal, everyone will benefit if love is the focus. It might not make sense right now, but in the long term, the memory will be much different than being cold. Love works and faith belongs in the marketplace. Don’t be afraid to show you care. It matters.
- Here’s an interesting behind the scenes look at the inner HR workings at renowned international design consultancy IDEO including some pretty crazy stories of what folks have done to try to land a position with them.
- Continuing on the theme of hiring, we also enjoyed this article on ‘How Uber Is Going To Hire 1,000 People This Year’ and of note, this quote:
“The goal is to hire the best people you can get–not hit the numbers you want,” he says. “If you lower the bar on talent, or don’t put in the time post-hire to do the culture assimilation, you risk creating a Frankenstein of people who come from all these different companies, and who don’t embody your own company’s culture.”
We’d love to hear from you if you have any feedback, wish to be featured, have something to share or just want to connect.
Welcome back to work everyone. Here’s hoping you all had a wonderful set of holidays and you are geared up for the best that 2014 can offer.
We wanted to start listing the things we’re reading, enjoying, using and overall just plain loving so we present to you ‘The Qwali-Five’ – a list of 5 things we’re jazzed about.
Each Friday, look forward to this round up hitting the Qwalify blog
1. Colonel Chris Hadfield will be delivering the closing keynote session at the upcoming HRPA’s 2014 Annual Conference & Trade Show January 22nd, 23rd and 24th in Toronto. Yes. Yes. There will be many other great speakers at this event including:
- Geoff Colvin, Senior Editor of Forbes
- Susan Cain, author of ‘Quiet: The Power of Introverts in a World That Can’t Stop Talking’
- Dan Pontefract, author of ‘Flat Army: Creating a Connected and Engaged Organization’ and senior director and head of learning at TELUS
2. 2014: The Year Social HR Matters by Jeanne Meister from Forbes is a highly important read going into the New Year and should serve as a wake up call for organizations how have not yet started to consider the impact of social technologies for recruitment and engagement. It is a well-rounded article that cites many of the new forces at play including gamification, the importance of mobile devices as well as the use of big data in recruiting.
3. Leaders East Last: Why Some Teams Pull Together and Others Don’t is the latest book by Simon Sinek and we are really looking forward to reading this one.
… in the right conditions, the people with whom we work would choose to do those things for us. And when that happens, when those kinds of bonds are formed, a strong foundation is laid for the kind of success and fulfilment that no amount of money, fame or awards can buy. Tis is what it means to work in a place in which the leaders prioritize the well-being of their people and, in return, their people give everything they’ve got to protect and advance the well-being of one another and the organization
Click here for a free chapter. Trust us. It’s well worth the sticker price on the cover.
4. How To Disrupt Yourself: The High Cost And Benefits Of Hiring Misfits offers up the notion that misfits may make organizations more bountiful than bringing in cookie cutter talent. How have you made out in hiring misfits in your organization? Is this something that interests you?
5. This video just plain rules! Tim has been able to be in his dream job and the joy and passion just radiates into the community around him.
Qwalify’s President and Founder, Phil Noelting recently wrote a guest column for The Globe and Mail titled ‘Want to become a better leader? Take more chances’ which spoke to a recent chance he had taken which paid off, both for himself as well as for Qwalify as a whole.
Leading in today’s world is different. It’s about taking chances, and taking them regularly. Sometimes they lead to networked opportunities, which, through genuine alignment of interests and clear communication, can lead to true networked empowerment. I never could have imagined that a three-minute video could open up a new world of contacts, friends, clients, potential partners and speaking opportunities.
We’d love to hear about any similar experiences you’ve had or any feedback you may provide on Phil’s post. Better yet, share with us if you’re inspired to take a chance yourself and then keep us posted on the results that follow.
Here’s wishing you and yours all the best this holiday season.
We’re looking forward to continued awesomeness in 2014!
We’ve recently featured an overview of the Manage and Engage section of the Qwalify platform and now would like to run through our Attract and Fill section as we go through showing some of the current features Qwalify offers.
This section is the core of the ‘outward promotional engine’ for organizations that use our product in that it is the area where the customization of career pages occurs.
It’s the zone where organizations can demonstrate their creativity and mention all of the great perks and the culture they offer to candidates.
Introduction Page Builder
Upon entering the Attract and Fill section, you will find the branding area of the introduction page builder where customization of the outward-facing company talent pool page takes place including:
Adding a tag line and supporting line to provide a description for your organization and attract the interest and attention of job seekers.
Uploading a logo and background image.
Adding a URL to direct candidates to your Careers Page.
Once all of the information has been added, you’ll have the opportunity to view your introduction page, as appears to those who visit your talent pool and consequently make any changes you wish before saving it.
The settings tab of the introduction page builder provides the option to customize the accent color of the links and buttons on the introduction page as well as to select the URL you wish to use for your introduction page.
The second feature available within the Attract and Fill section of Qwalify is the opportunity to ask questions upon your first contact with candidates. These questions are part of the introduction process and are key to finding out about the fit that a potential hire would have with your organization.
These custom questions help in your filtering and selection process and represent the most important questions asked in every interview you would conduct.
In conclusion, the Attract and Fill section of Qwalify is designed to encourage candidate engagement and attraction as we’ve baked-in both an easy to use introduction page builder that organizations can tell their stories via compelling visuals and copy with the ability to ask custom questions to candidates as a means to encourage conversations. These two complementary features work to empower organizations in their efforts towards recruiting top caliber employees.
We all know that one of the best ways to know that a potential candidate is a good fit for your corporate culture is to communicate with them. Pre-screening via a platform such as Qwalify, which enables organic conversations between your organization and potential hires is an ideal way to achieve this goal.
Our Engagement Questions section allows members of an organization to pose questions relevant to the position they are hiring for, the personality of their ideal candidate as well as both behavioural and skill-oriented queries. The ability to customize these questions as one sees fit allows companies the flexibility to demonstrate their unique employer brand rather than to fit into a cookie-cutter mold of pre-formatted questions as seen with other solutions.
Once an employer asks a question on Qwalify, it is sent to all candidates with that specific Talent Pool and it’s their time to shine with their answers. Here’s where you’ll see how much they align with your corporate culture and how passionate they are about connecting with you.
Several factors that help indicate how engaged a candidate is with you via Qwalify are:
The frequency of which they provide answers to your questions
The relevancy and completeness of their answers
The recency of their responses
We’re proud of the platform that we’ve built and are certain that it will provide organizations with the utmost in support for their hiring process. Try it out free for 30 days and let us know what you think.