Which Hogwarts House Does Your Company Belong In?

In the spirit of Fantastic Beasts taking the theatres by storm (okay, maybe I’ve seen it three times), Smart Savvy thought to take a deeper dive into the world of Harry Potter (okay, maybe it was only my idea) through a corporate lens, of course. All four Hogwarts houses have very specific traits, characteristics, and colours that identify their people — much like the identifying corporate culture of each workplace (only minus the wearing of colours…and having a Quidditch team). Each House is uniquely distinct and attracts different personalities. Gryffindors are lions: brave and courageous, daring to do things others would shy away from (like facing Voldemort, for example). Hufflepuffs are as gentle as they sound — they’re kind, trustworthy, and just (not to mention they’ve produced the least amount of dark wizards out of all the houses #peacekeepers). Ravenclaws are sharp like their name, a house of intelligence, wit, and wisdom. Lastly, Slytherin has a bad rap but actually possesses admirable qualities such as determination, charm, and ambition.  Where Other Companies Were Sorted… So at this point all JK Rowling fanatics are thinking, where does my company and culture fit? Where would the sorting hat send me and my colleagues? Luckily for you, our friends over at Venngage created a sorting quiz — think Pottermore, but for businesses — and even sorted companies based on that company’s response or their Glassdoor/culture reviews. If you’ve ever doubted that Slytherin is the evil house, think again: Tech Company Culture Hogwarts Houses | Make an Infographic And Smart Savvy is… After much humming and hawing (how does that sorting hat do it?) and wanting to answer with TWO answers for most questions, Smart Savvy landed in the Ravenclaw crew. That’s right, we’re witty and we know it....

Get on Board: Cultural Fit Matters Jan22

Get on Board: Cultural Fit Matters

What if I told you, as a job candidate, that besides a skills and experience checklist, you’re also being measured by a cultural fit cheat sheet? And sometimes it will take three or four interviews for a company to figure it all out? CEO, Kristine Steuart reveals some of those behind-the-scenes team-building details in her latest post for the Allocadia Leading in Change Series. In it, Steuart describes the process her and her partners stick to when bringing new people on board (a timely topic, considering their recent appointment of SAP-vet, James Thomas, to the role of Chief Marketing Officer). When I read the post, I couldn’t wait to point out a few of the big candidate a-ha’s I saw in her post. I’ve seen one too many marketers nearly at their wit’s end in the midst of a complex recruiting process. The problem? They think the drawn out hiring process is all about them (and their perceived shortcomings), when in fact, it’s all about the company. The long and the short of it is this: if you are applying for jobs in a vacuum of skills & qualifications -i.e. if you are forgetting about the goals, culture and people of an organization – than you are doing nothing to prove your fit. Here’s what you can learn from Allocadia’s hiring process – and how it translates to your own “cultural fit cheat sheet” for getting the job:   1. Don’t be shy about working within your network (they are working within theirs) How can you compete with the friend of a trusted friend who’s got the skills and already passed the pre-screen test of someone they wouldn’t mind eating lunch with? You can’t. The job goes to them. When candidates ask me if it would be too pushy/presumptuous to let...