Lee Rubin

We really do our best at Confetti to reply to each and every single resume we get. It's an honor to have people find your company interesting to work at, and sure things do fall through the crackers occasionally that aren't aligned with our culture, but our HR team knows kindly and promptly responding to people with a "No" is important.

I like to design the Interview Process to incorporate culture with these three steps in mind: - Structured Interviews: Develop a structured interview process with a consistent set of questions for assessing cultural fit. - Behavioral Questions: Include behavioral questions that reflect your core values and desired behaviors. - Scenario-Based Questions: Use scenario-based questions to gauge how candidates would handle situations in alignment with your culture.

Here are some steps of aligning your job ads to your culture: 1. Define the culture 2. Highlight core values and company over views into job descriptions. 3. Specify desired traits & behaviors by discussing cultural fit and soft skill scenarios 4. Use authentic language 5. Describe the work environment (how your team collaborates, policies, perks, etc.) 6. Highlight how career development works

Here are some steps I like to take to define the company's culture: 1. Identify the core values through brainstorming & refining 2. Define the mission and vision by having clear statements around each. 3. Determine desired behaviors you want your team to reflect, list them out and think how they manifest in day-to-day activities. 4. Assess the current culture through surveys and feedback and see where the gaps are. 5. Engage leadership and make sure they're committed towards modeling the defined culture. Provide training and development around it. 6. Communicate the culture through meetings, newsletters, etc. 7. Intregrate into processes (hiring, reviews, rewards) 8. Celebrate with events & activities.

Here are 10 effective methods for recognition and rewards: 1. Verbal appreciation 2. Public recognition 3. Monetary rewards 4. Non-monetary rewards (extra time off) 5. Employee awards (employee of the month) 6. Team celebrations 7. Personalized rewards (thoughtful recognition based on employees preferences and interests) 8. Career development opportunities 9. Feedback & Growth discussions 10. Peer recognition

To encourage social sharing, start by creating content that resonates with your employees. The key is to produce content that employees feel proud to share, content that reflects their own positive experiences and aligns with their values.