Changing the Way Company Culture is Understood: OrgVitals and Incipio Workforce Solutions’ Synergistic Partnership is Revealing Workplace Culture Strengths & Weaknesses

How the startup company is unlocking the formula to an ever-changing work landscape coming up on its first anniversary

Louisville, Kentucky: OrgVitals and Louisville-based Recruiting and HR organization, Incipio Workforce Solutions, are bringing intentional hiring to the forefront and focusing on workplace culture to retain current employees. 

Incipio is helping businesses exceed through recruiting, HR solutions, direct hire recruiting, employer branding, team building, and more. OrgVitals is a strategic partner in cutting-edge technology that delivers predictive insights and enhanced analysis to organizations to ensure that its teams thrive within the workplace.

Culture is ready for its Moneyball moment,” said Dr. Brad Shuck, Chief Data Scientist for OrgVitals. “For a very long time, employee engagement has been the standard for which everybody has aspired to.”

OrgVitals measures organizations by their strengths, growth opportunities, and blindspots that they might not look at or notice in their culture. These three key components are directly connected to its team and the people in the company.

OrgVitals does this by distributing surveys to its client’s employees in order to measure these analytics and deliver actionable data.

“From the get-go, we saw a synergy between what Incipio Workforce Solutions was doing and what we could help leverage for them within culture data. We’re feeding that back into clients and giving them time back in their data to do their best work one on one with their clients,“ continued Dr. Shuck. “OrgVitals has become a backend partner for Incipio. We’ve been able to partner with Incipio with several clients, and deliver a significant return on investment, not just for Incipio but for their end client, and that’s our goal.”

OrgVitals intentionally moves the needle on performance and ultimately saves organizations substantial amounts of money. Additionally, they’re showing companies culture data they’ve never seen before, so, in turn, these organizations can be behind the wheel when it comes to driving workplace culture. 

About Org Vitals

OrgVitals was founded in 2021 by Charley Miller, Dr. Brad Shuck and Kristina Rodriguez. Our mission is to help organizations capture data on culture, learn from it and then put this information into action. Additionally, OrgVitals is intentional about cultivating workplace culture and leveraging it as a strategic point in organizations. We’re changing the way work is experienced. For more information on how we can help you make an impact within your organization, book a demo here.

About Incipio Workforce Solutions

Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what was into what is possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to manage their employee experience from interview to retirement successfully. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected]

Leveling Up: The Transformative Recruiting Process Incipio Workforce Solutions is Implementing With its Strategic Partners

How the organization is revamping the recruiting process
from beginning to end

Louisville, Kentucky: Incipio Workforce Solutions is changing the recruiting industry with its strategic partners; Grit & Gravel, OrgVitals and UnicusPar. Incipio Workforce Solutions is a strategic partner in helping businesses thrive through recruiting, HR solutions, direct hire recruiting, employer branding, team building, and more.

The growth of Incipio through these strategic partners allows the organization to be a more intentional workforce solution company. 

“I believe after almost seven years of being in business, we have finally found partners that are as dedicated and committed to their success, and their company, to partner to be successful together,” said Molley Ricketts, CEO of Incipio Workforce Solutions. 

Incipio’s strategic partners have the talent to put the pieces together.

  • Grit & Gravel is helping attract and retain top talent with its holistic employer branding efforts including services like custom culture and leadership videos, current employee testimonials, paid and organic social media job management, brand & content marketing, career page and full website optimization & development, and much more.  
  • OrgVitals measures organizations by inclusion, employee engagement, alignment, communication models, etc., and then determines how they relate to one another to calculate strengths and opportunities for growth and highlight a company’s blindspot.
  • UnicusPar is changing the hiring game by matching the right candidates with the right companies the first time without bias through its proprietary assessment and matching technology.

Incipio is being recognized as an organization that provides a different way to recruit and wants to help its clientele and future clients make the difference to transform. 

“Until employers really understand the entire market of the workforce has changed, intentional hires to build teams with top talent has to be the focus,” Ricketts continued.

Employers are recognizing that they can’t solely recruit people; they have to have an entire package, from the hiring process to onboarding and continue to build a positive culture where employees want to work. 

Incipio continues to make intentional hires, with the help of its strategic partners, to build teams with top talent. The organization’s team members traveled 76,098 miles, devoted 8,583 total hours of recruitment horsepower to employ 409 team members for its clients in 2021.

About Incipio Workforce Solutions

Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what was into what is possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to manage their employee experience from interview to retirement successfully. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected]

Hiring Challenges: Solved

If you have been paying attention the past year, most industries and sectors have struggled with attracting talent and keeping talent. All evidence points to a prolonged tightening of the labor market, which is why it is vital that recruiters and the companies that are looking to hire need to think out of the box and consider alternative strategies. 

The labor market has been a fluid environment with several challenges over the last few years. As we embark on the new normal following the pandemic and the “Great Resignation,” the challenges faced by hiring managers and recruiters are considerable. Even before COVID-19 rocked the world, recruiters have had to navigate changing demands and challenges. From technological advancements, candidate priorities, remote working, and a later retiring workforce, recruiting these days can be complex. Recruiters and hiring managers must stay ahead of the game and pivot when necessary.

REMOTE WORKING

One of the biggest challenges over the last 18-24 months has been the shift to remote working. While remote working initially required some significant adjustments for some organizations in terms of logistics, technology, work culture, and the ability to manage a team, remote working proved to be viable, productive, and extremely popular in most instances. Although remote work is not feasible for all sectors of the economy, we have learned that many roles outside of the service, hospitality, healthcare, and retail sectors can be done remotely. Remote working has provided flexibility for many employees and has allowed them to balance their work and personal lives. Remote work requires a high level of trust on the part of the employer and work ethic on the employee. Communicating expectations concerning productivity and availability are essential for the remote work environment to be mutually beneficial. With remote working comes the challenges of recruiting remotely. 

Recruiters and companies must mirror their current work environment during the recruitment process. It’s time to embrace the virtual recruiting environment. Utilize Teams, Zoom, and other virtual platforms that allow you to be face to face with your candidates virtually. Remote working and interviewing can also benefit employers as it enables them to recruit from a broader and more diverse talent pool. An organization must understand its long-term goals regarding remote working. Many outsourcing companies are familiar with the virtual recruiting process and can assist in sourcing and initial screens.

UNQUALIFIED CANDIDATES

Another recruiting challenge that seems prevalent in today’s environment is the vast pool of applicants applying for open positions but seemingly lack the qualifications that companies are looking for or simply not the right fit for the organization or culture. How and where you advertise your current openings can impact the quality and candidate compatibility to the role you are looking to fill. For instance, certain industry sector candidates may gravitate more toward an Indeed-type platform than LinkedIn. Understanding which platform may suit your needs can be challenging and expensive if you are not familiar with what is available. 

Working with an outsourcing company like Incipio may provide the most cost-effective and efficient screening process for your organization, thus allowing you to focus on your core business and leave the screening up to the experts. Creating effective job descriptions and open position listings are also crucial in attracting the best candidates. Clear and concise job postings that list necessary basic skills and qualifications can deter unqualified candidates from applying. Having an experienced screener, whether in-house or outsourced, can also eliminate spending time on candidates that may not be qualified. If you find that many applicants are a bit green for the roles you are looking to fill, designing an apprenticeship program or a “get your foot in the door” approach allows you to train candidates to become the employee you desire.

COMPANY BRAND AND CULTURE

Candidates these days are very intentional about where they are seeking employment. That in itself is not the challenge. Where the challenge lies is in your company brand. Do you have a solid online presence? Is that presence communicating a consistent brand message on your website, social media pages, and job post websites? Company reputation and branding are vital in today’s market. Candidates are purposefully looking for companies that meet their needs regarding flexibility, compensation, growth opportunities and mirror their values regarding sustainability, community involvement, diversity, inclusion, and equity. Now more than ever, in this candidate-centric market, you need to have a clear company brand that is communicated through several avenues. Your company must stand out among its hiring competition if you want to attract the best candidates.

INTERVIEW PROCESS

Are you losing talent before you even have a chance to decide if you want to make them an offer to join your team? Recruiting new team members can take time. A streamlined process must be in place when hiring. According to Dr. John Sullivan, a professor of management at San Francisco State University, the cost of candidate withdrawal is real, and the investment in time and resources may place a drain on your team and finances. There are reasons why candidates choose to remove themselves from the hiring process, and it is crucial to determine why it is happening in your organization. A candidate may choose to withdraw for a few reasons. Some of these might include your application process may be too lengthy, they may have had a chemistry issue with the screener or hiring manager. Additional factors might include the job posting not matching what the candidate was told in the interview process and the interview process being long and drawn out. A key reason for self-selecting out of the process is lack of communication between the candidate and the recruiter or hiring manager. 

Your application process must be as seamless as possible. Many candidates will drop out of the process before completing the application if it is repetitive, long, confusing, and not accessible. Making it easy to apply via your phone and utilizing programs that allow a candidate to upload a resume instead of entering in their work history can help alleviate this issue. 

One of the primary reasons for candidates to self-select themselves out of the hiring process is the length of time from initial application to offer. SHRM found the average time to fill a position is forty-two days, but candidates generally make decisions within ten days of applying with a company. The very best candidates are more than likely being pursued by other companies, maybe even your competition. Making sure that you move them through the interview process in a timely manner while ensuring they are the right fit can be a delicate balance, especially when juggling core business tasks and recruiting. Outsourcing allows for the focus to be on the candidate and ensuring that they are the right fit. 

Follow-through and communication are also key factors in making the hiring process a positive experience for candidates. It is imperative that you communicate throughout the process and set expectations with the candidate. Communicate how many interviews they will be invited to complete should they move through the entire hiring process. Hiring Managers and recruiters must also communicate when they plan on deciding about the position the candidate is seeking. 

Successful business leaders understand their core competencies and generally surround themselves with strategic partners. If recruiting, human resource generalist duties, and company branding are not your core competencies, you may want to consider partnering with an organization like Incipio, which will be hyper-focused on the expertise you need in the areas of human resources, recruiting, and employer branding.

Find your next great hire! Call us at 502-409-4821 or email us at [email protected].

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BOILERPLATE: Incipio Workforce Solutions is a strategic partner in helping businesses thrive through recruiting, HR solutions, direct hire recruiting, employer branding, team building, and more! Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what was into what is possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to successfully manage their employee experience from interview to retirement. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected]

Strategies for Recruiting Top Talent

There is an abundance of strategies and tactics that organizations can use when recruiting and retaining talent for their team. The combination of tactics and strategies that will best suit an organization can depend on factors such as recruitment tools, geographical location, industry, position you are hiring for, promotion opportunity, employee engagement, and company culture. Successful recruiting of talent and employee retention in today’s market not only requires an understanding of this but also demands that organizations be innovative, introspective, communicative, and flexible.

Although data is not everything, data is essential in understanding the recruiting process and developing a recruiting strategy plan in any sized organization. Utilizing specific data and tactics in your recruiting strategy is not only smart business but can make the process significantly more manageable, more efficient, and cost-effective. Whether you are using job boards, job aggregators, stand-alone applicant tracking systems (ATS) like UnicusPar, candidate relationship management software (CRM), or working with industry leaders such as Incipio, it is imperative that your recruiting process include tracking certain recruiting and retention metrics. Some critical metrics that companies need to consider are application completion rate, qualified candidate rate, cost of hire, time to hire, acceptance rate, quality of hire, employee engagement, and employee retention. As with any area within an organization, you can not manage what you don’t measure. The recruiting and employee retention process is no different. Workforce solution leaders such as Incipio use a company’s specific data to design and create solutions that support a business in the areas of hiring, retention, and company branding.

Incipio Workforce Solutions - Recruiting

What does the data tell us of the current workforce? According to Gallup’s State of the Global Workplace, only 15% of employees were engaged in the workplace. According to Gallup, “engaged employees are those who are involved in, enthusiastic about, and committed to their work and workplace.” What that means is that many employees would seriously consider changing jobs for a better opportunity. Opportunities referring to compensation, benefits, company culture, career path, work-life balance, to list a few.

Evaluating recruiting and retention processes requires introspection. Management teams and Human Resource Departments must pull back the curtain to find areas that the organization is excelling at and which areas may require revamping. Outsourcing this process can sometimes be the most effective course of action. Working with organizations like Incipio, allows companies to breakthrough change barriers and discover fresh, unbiased perspectives. Utilizing data, expertise, and experience when developing recruiting and retention strategies creates better teams and better results for any organization.

The role of human resources has evolved exponentially over the last few years. There is so much more to human resources than benefits, payroll, terminations, and exit interviews. A company’s Human Resources Department plays a crucial role in developing a company’s strategy for recruiting, retention, and employee engagement. Evaluating if your Human Resources Department is a part of your business strategy or just an afterthought is key when looking at recruiting and retention within an organization. In fact, the role of human resources is critical to the financial success of every organization.

As discussed above, recruiting top talent can be very complex, but it also requires precision. Hiring the right candidates can propel a company to meet or surpass its goals. Still, it can also be a financial shortfall when you take recruiting time, training time, job posting, and other expenses into account if you’re not retaining employees. Whether an organization chooses to have an in-house Human Resources Department or partners with a workforce solution company like Incipio, human resources plays an integral part in the success of any organization.

The terms company culture and employer branding have evolved from just being marketing buzzwords to essential elements of an organization’s strategy. Human resources is a critical player in creating an organization’s brand or culture both within and outside of any organization. They are indeed the bridge between the organization and the employees and/or candidates. A strong company brand that is communicated not only within an organization but also externally is crucial to how a business stands out among its current employees and how they can capture the attention of top talent. Consistency is vital with employer branding as reputation can sometimes carry more weight than compensation. CareerBuilder reports that 67% of candidates would essentially accept lower pay if the company they were interested in working for had very positive reviews. This statistic drives home the point that communicating your employer brand or company culture should not only occur internally but externally. Communicate your employer brand or company culture on your website, social media platforms, and hiring portals. Share your company’s awards, core values, employee success stories, employee community involvement, and partnerships with philanthropies. Tell your company’s story and show candidates how they can become a part of that story. Most people gravitate towards being a part of something great. Utilize images, videos, employee and industry partner testimonials to show your candidates what it would be like to be a part of your organization.

Recruiting and employee retention is essential for any organization and now more than ever, companies must accept that what has worked in the past may not work now or in the future. Organizations must remain diligent in measuring recruiting and retention metrics, keeping up to date with hiring trends, communicating with current employees, staying open-minded, and remembering that this is what will make them stand out in a sea of companies vying for talent.

Learn More about hiring, recruiting, employer branding, and more!

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Incipio Workforce Solutions is a strategic partner in helping businesses thrive through recruiting, HR solutions, direct hire recruiting, employer branding, team building and more!  Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what WAS into WHAT IS possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to successfully manage their employee experience from interview to retirement. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected]

Creating a Successful Network – It’s Easier Than You Think!

Take a minute to think about when your business was first getting started. I’m sure it was a difficult time and that finding sales and potential clients felt impossible at times, but the good news is, you’re not alone! We’ve all struggled to make sales and bring in clients at some point in our business, but the key to solving these issues isn’t some big mystery, in fact, it’s something we do on a daily basis: networking!

The value of the relationships you build during networking is key to sales and life. The relationships become so important because these people get to know you, your character, the work that you perform, etc. They become your business associate, strategic partner, referral source and your friend. The value that one person can bring to your business can be immeasurable, but in order to find that out you have to get your feet wet and get out there!

I love people. I am naturally curious, and I love to learn from and help those I meet, but not everyone is like that, and that’s ok! What I’ve found is there is always a connection if you keep asking questions. You may not get business from someone you meet at a networking event, but you’ve made a connection and who knows where that may lead. A friend recently called me the “business cupid” because of my passion for helping people connect, and that’s the key; you don’t always have to be the best at what you’re doing, it’s your passion that people recognize.

Just Be Yourself!

A lot of people like to think of networking as an event, but that is very far from the reality of networking; opportunities are all around us!  I have met and connected with people in every kind of industry, every kind of job from all over. My network has been created from business, personal, community involvement, church, my kids’ activities, business associations, and so much more. I’m always networking! Even if you are not a super outgoing person there’s always chances to build relationships even when you least expect it. Just be yourself because that is the most important aspect when it comes to building new networking connections.

Networking doesn’t have to be intimidating, in fact, don’t even think of it as networking.  Think of it as just meeting someone new, asking questions, building a relationship. Don’t go in trying to sell a product or service. Just listen to the one you are meeting and let it go from there. Always follow up after a connection with a personal note, and make sure the person you meet remembers you. An important piece of advice I would give from my many years in sales is to work on your one minute story to brand yourself. That is what sets you apart from everyone else, and in a room full of hundreds of people that unique story is what will make you memorable.

Networking Doesn’t Have to be Intimidating

Early in my career I was intimidated by people of a higher status or position than me. However, what I’ve noticed is that often times they are there doing the same as you; looking for ways to grow and better their business. I have gotten over this challenge of intimidation by just continuing to meet people I don’t know by saying “Hi”, introducing myself, asking questions, and LISTENING! Don’t always just sit there waiting for an opportunity to speak. Really listen to what the other person is saying because it shows that you are there for more than just personal benefit.

Always remember that your network is your friend! You’ve got to continue to work it. Meet new people to add to your network. The friends that you make in your network are your biggest referral source.   But make sure it goes both ways – you must continue to help those in your network by referring them and showing them that you are a reliable connection.