ReliaQuest

Consultancy
Coaching
Austin, Darianna, Estephanie, Hayley,
Mang
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 We’re always on the quest
for better and newer
solutions. We strive to
MISSION
utilize cultural agility and
STATEMENT self-direction to resolve
problems.
 ! CHALLENGE !

How can RQ find and recruit the best talent

while making sure they’ll follow company
culture and values?
Where Are We
Going With This?

“Culture is the
soul of an
organization.”
-- Dee Ann Turner
 FOUR PILLARS OF
VALUE

01
Accoun 04
table 02 03 c u s ed
Adaptable Fo
Helpful
We communicate
actions to succeed. We volunteer our We keep our eye
We prioritize, meet, We evolve to
strengths. We see on the prize. We
and exceed overcome. We
something, we do commit to the
expectations. embrace change.
something about it. path. We block
We see all changes
We are all in. out the noise. We
as opportunities.
win at all costs.
SIMPLE SURVEY

• Strongly Agree – Strongly Disagree

• Free Response
 What’s the Results?
Strongly agree Agree Neutral Disagree Strongly Disagree

I know all four I believe that the The employees in

values like the back employees in other I understand the RQ prioritizes my workplace
of my hand. RQ locations have the 4 company follow the four
importance that cultures and it
the same work company culture has
values.
experience as I do shows
(based on what I've for the company, its
heard/seen/felt). employers, and its
customers
 Free Response Results
How should the company better
communicate the company
culture and values to employees
and new hires?
❖ Regular check-ins after the
training period ends
❖ Encourage communications
through several channels (in
person, written, social, video) and
an open feedback loop at all
times.
❖ Host a breakfast their last day of
onboarding process with existing
employees so they can mingle
❖ Opportunity to work at different
offices and help evangelize RQ
culture to newer locations
What course of actions can the
company take to ensure that
there is a consistent company
culture throughout the other RQ
locations besides your own?
❖ Consistent communication,
opportunities to interact with the
other offices virtually, virtual
trivia games, virtual get to know
the other RQ office games
❖ Quarterly anonymous surveys
❖ Hard to do in our current world,
but more office-to-office travel
What's one thing you would
change about the company if
you could (to provide a better
experience for either you
personally, experience as an
employee, for new hires, for the
customers, etc...)?
❖ Flexible working options
❖ RSU grants for new hires
❖ The only thing is that some
people don't understand the
needs of the business. The most
important thing is customer
success.
❖ Better communication from the
executives
❖ Once the Covid travel restrictions
are lifted, it would be great to be
able to have people visit different
offices
 SWOT ANALYSIS OF SURVEY

(S) Strengths : (W) Weaknesses :

❖ Allows employees to feel heard ❖ Accessibility
❖ Makes information personal ❖ Editing
❖ Informative feedback from employees ❖ Time-Management
❖ Weak questions

(O) Opportunities : (T) Threats :

❖ Start of quarterly surveys in the company ❖ Not much actually
❖ Consistency in every location ❖ Other companies using the same idea
❖ Connecting w/ other locations
PODCAST
PODCAST COVER ART EX.
 Ep. 1
Introduction, Background of the company:
❖ What: What does RQ do?
❖ Who: Founder of the company,
Executives (CEO, etc.)
❖ Where: ALL locations of the company
❖ Why: Why does RQ exist; What problem
are they solving, How does it benefit
everyone
❖ Also give a summary/outline of what the
audience can expect for the next episode
PODCAST SCRIPT
OUTLINE
❖ What day of the week will it come on?
Friday
❖ What time will the podcast start? 9:00
am
❖ When should the podcasts be recorded?
Tuesdays
❖ What areas will the Podcast cover?
❖ What can the listeners expect to
hear/gain? Company knowledge,
industry knowledge, highlighting key
wins throughout the company
Ep. 0
 ❖ Talk about what goes on every day in
RQ
❖ Include special events the company
has throughout the
TAKE week/month/year
❖ Goals that need to be met before the
INTO end of the day (So potential new
employees know what to expect)
CONSIDERATION ❖ Employee and Customer
Testimonies
❖ Helping out employees with their
problems personally
❖ Branch into areas besides RQ (ie.
Cybersecurity industry)
 Anchor
App/Anchor.fm(free): Pop Filter/Windshield:$19.99
record audio 

Microphone (ProCaster):
Podcast Music: $229.00 (great reviews)
$20-$100

Reaper.fm9(free):
edit audio to take Microphone Shock
out ums, add music, Mount:$39.00
etc.

Headphones:
$100-$180

BeyerDynamic DT 770 RODE PSA1 Studio Boom Arm:

PRO: $159.00 (great $119.95
reviews)
ADVERTISING

▪ Social Media Platforms

▪ At the end of promotional RQ
videos.
 ELEMENTS OF
VALUE
SO
CI
AL
--WHAT ARE WE MEETING?
IM
PA
❖ Informs amateurs about RQ and even cyber industry
CT ❖ Employees help one another out with problems

Self
Transcendence

LIF
❖ Provides personal experiences, adds relatability
EC
HA ❖ Plays a pivotal role in gaining technical workers that are a
Provides Hope Heirloom
NG
IN good fit
G

EM ❖ You can listen to the podcast on the go

OT
IO
❖ Learn new information
NA
Fun Provides Access Attractiveness L

FU
❖ Practical, convenient way to be informed
NC
TI
about the company
O
NA ❖ Reaches out to multiple locations at once
Integrates Connects Informs Reduces Effort L
S
T 01 EMPLOYEES

A ❖
❖
Participate in the growth of the company
Feel heard
K ❖
❖
Interaction with other members of the company (in other locations)
Gain insight on how to solve reoccurring problems
E
H 02 INCOMERS/INTERNS

O ❖ Exposure to the company

❖ Attraction to what the company will offer

L ❖ Better decision making

D
03
E COMPETITORS

❖ RQ stands out with introduction of their own podcast

R ❖ Putting effort in finding ways to stand out from RQ in the cyber market
❖ Opportunity to learn from another company
S
BACK TO CULTURE

❖ We identified a problem and created a

ACCOUNTABLE solution

HELPFUL ❖ Podcast allows for the exchange of

information, tips, ideas

❖ Creative way of interacting with both

ADAPTABLE employees and potential workers

❖ Higher objective was to figure out a way to

FOCUSED attract workers that fit the company

www.yourwebsite.com
Thank You
for
Listening
Any Questions?
❖ https://climate.nasa.gov/evidence/
❖ https://royalsociety.org/topics-policy/projects/climate-change-evidence-causes/basics-of-climate-change/
❖ https://www.ucsusa.org/global-warming/science-and-impacts/science/scientists-agree-global-warming-happe
ning-humans-primary-cause#.W56UYp_25PY
❖ http://www.pbs.org/wgbh/nova/
❖ https://incfact.com/company/reliaquest-tampa-fl/
❖ https://www.forbes.com/sites/elenabajic/2015/09/28/how-the-mbti-can-help-you-build-a-stronger-company/#
6be9a338d93c
❖ https://www.forbes.com/sites/kevinkruse/2015/12/08/how-chick-fil-a-created-a-culture-that-lasts/#4b7070923
602
❖ https://www.businessinsider.com/why-chick-fil-a-is-successful-2018-9
❖ https://thechickenwire.chick-fil-a.com/inside-chick-fil-a/three-tips-to-creating-a-compelling-culture-from-chi
ck-fil-a-executive
❖ https://www.indeed.com/cmp/Reliaquest
❖ https://www.indeed.com/cmp/Chick--fil--a?from=univSerpCompanyLogo&attributionid=univSerpCompanyL
ogo
❖ https://www.forbes.com/sites/forbeslacouncil/2018/08/17/how-to-maintain-your-culture-in-a-rapid-growth-en
vironment/#6046434a6978
❖ https://www.15five.com/blog/grow-the-team-keep-the-culture/
❖ https://smallbiztrends.com/2017/01/benefits-of-podcasting.html
❖ https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/06/19/the-power-of-a-hiring-manager-pod
cast-in-recruiting-top-talent/#7b7df642fadc
❖ https://surveyplanet.com/examples/human-resource-surveys/company-culture
❖ How-to-create-your-own-successful-podcast