THE ROLE OF

TALENT
ACQUISITION
IN THE COMPANY

CULTURE
WHY IS CULTURE SO IMPORTANT IN A
COMPANY?
According to a survey of over
615,000 Glassdoor users, culture
is the workplace factor that
matters most to employees,
ranking well above compensation.
 1. Attract
candidates

- Positive word of
mouth
- Positive image
online

2. Employee
retention

- Self fulfilment -
Happiness
- Growth
opportunity
WHY IS TALENT ACQUISITION RESPONSIBLE FOR
CULTURE?
 GLOPR EXPANS
A ION

FINAN
CE ADMIN
LEGAL

TECH TALENT PMO

ACQUISITION
CULTURE & TEAM

MARKET LEASI
ING NG

BRANDIN
G CS +
PRODUC CM
T PROPERTY
MANAGEM
ENT
We are at the crossroads of all departments. That enables us
to gain the deepest insights regarding the strength and
health of the company (and in real time).

No other team in the company has such a bird’s-eye view.

We are in touch with all departments on a daily basis.

We work closely with the Hiring Managers and know their

team’s priorities, work style, leadership style, reasons for
departure, behaviour, personalities.

Therefore we know who is a team fit / company fit.

 -

TALENT
ACQUISIT
ION

HIRING
MANAGE
RS
We are the first filter between applicants and the company.

On the front line, we have the opportunity to impact culture

and organisational health, because we are the ones who
know most of the employees in the company.

We hired more than half of the current employees and got to

know the other half while working on hiring talent for their
team.

So we know who is a team fit, and who fits the company

culture.
But what is our company culture?
But what is our company culture?

BE
PASSIONAT
E

BUILD GET
COMMUNI THINGS
TY DONE
 But what is our company culture?

INTERNATION
HEALTHY AL
WORK-LIFE BE
BALANCE PASSIONAT
E ENTHUSIAS
M
FAST PURPOS
PACE E
GROWT
BUILD H GET
COMMUNI THINGS
TY DONE

YOUN
G IMPAC
COLLABORATI T
VE COMRADER
Y
How do we assess if the applicant fits
this culture?
 1. The ‘gut feeling’

- Personality match
- Immediate attraction and affinities are absolutely
natural human responses that bond us together

- To solely hire on a gut feeling is a mistake. We also

need to assess culture-fit.
- Keeping our gut feelings in check is that initial
likability must be matched by future compatibility—
compatible business styles, management techniques,
and tolerance capacities
 1. In a very first short phone call

- What’s your current situation?

- Why are you leaving your company?

- What would have to change in your current company
for you to stay there?
- What kind of companies are you targeting?
- What kind of position are you targeting?

- What are the main criteria to select a new company?

- What attracted you in Quarters?

 2. During the face to face interview

- Stressing the importance of the kick-off meeting and

candidate profile allows us to ask the right questions
during the interview

- Coaching the hiring managers with a structured

interview plan

- Diving more in depth in work style preferences,

management style, interpersonal skills, team building
skills…
 GLOPR EXPANS
A ION

FINAN
CE ADMIN
LEGAL It’s not just TA’s responsibility.
Everybody is involved. It’s a
cooperation

TECH TALENT PMO

ACQUISITION
CULTURE & TEAM

MARKET LEASI
ING NG

BRANDIN
BRANDI
G CS +
PRODUC
NG CM
T PROPERTY
MANAGEM
ENT
 GLOPR EXPANS
A ION

FINAN
CE ADMIN
LEGAL

TECH TALENT PMO

ACQUISITION
CULTURE & TEAM

MARKET LEASI
ING NG
Risk of
creating
a micro-
culture
CS +
BRANDIN CM
BRANDI
G PROPERTY
PRODUC
NG MANAGEM
T ENT
Once candidates become employees, the recruiters are
often the most friendly face in the office for the first few
weeks and far beyond.
 You can trust us with ensuring our company culture is
not affected by a future toxic employee. You can trust us
with releasing you from an intense workload screening
and hunting for the right future colleague in your team.

We’re here to help!