A New Way of Hiring with Dan Hunter, Founder of Workzinga

Blog / A New Way of Hiring with Dan Hunter, Founder of Workzinga

We believe there’s more to a company than a job posting and there’s much more to a candidate than a resume.

So many companies are still recruiting, interviewing, and hiring the way they’ve always done it. Too many companies charge one hiring manager with making the best decision possible when hiring for multiple departments within the company; this is a dated practice.

Today, we know more.
We know that over 70% of those that left the workforce, voluntarily, did so due to having a bad boss. It’s no longer “good enough” to be someone’s boss, to hire and sit someone in a cubicle with no direction, nor to think that the candidate (or people) you are interviewing don’t have other options – because they do.  People have more options today than ever before and they (we) want more, we expect more, and we are in the position to change this dated practice of hiring through our Culture Fit Assessment.

Today, we do better.
Over the last year, our team of clinical psychologists and psychometricians has created a solution to the recruiting and hiring process; the Culture Fit Assessment. Our assessment is two-sided, both the company and the candidate take the pre-employment assessment and our proprietary algorithm produces an alignment report, showing both sides where there is alignment with company culture.

Imagine what type of interview you would have if you knew, based on a comprehensive 26-characteristic alignment report – where your company and the prospective candidate(s) align with your company culture.

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I want you to listen to, uh, this little clip, and then I’m gonna ask you a couple of questions at the end of it. Okay. Sure. 20 plus years of seeing the same bad situation repeated over and over again.

And I just, I wanna stop the insanity. It’s just, it’s crazy that with everything that’s evolved over time with technology, we don’t have a better way of doing this and we do. Okay. So I have to start off by asking, what do we have a better way of doing right now? Educate our listeners. What are we talking about?

So the, the bottom line is the way people look for jobs today. It’s the same way they’ve looked for forever. Um, The technology has evolved somewhat, instead of looking at the classifieds, you now look online, but you’re still looking at keywords. You’re looking for the same thing that you’ve always looked for.

And it’s basically whatever the company has chosen to put out there. You don’t really know anything more about the company than, um, at the beginning of the process than you do at the end of the process. So. What are you really doing? You’re listening to a recruiter or hiring manager, tell you the story they want you to hear.

And then you have to make a decision accordingly. Well, this is the best place to work. Exactly. Yeah. And, and who wouldn’t wanna work there because of the story they spend right now, I’m not knocking the company, but they’re doing a job. They’re selling their company. You need to be a discerning buyer. What does that mean?

You need to be better informed than you are. And I think that’s one half of the problem. The other half is the fact that companies face the exact same. They’re listening to you as a candidate, spin yourself and sew yourself. Sure. You’re adaptable. Absolutely. You love working with teams. I’m I meet all my deadlines.

I have no weaknesses. Sure. All strengths. Right? So it’s, it’s all a sales job and what do they have to go by? Okay. They’ve got your resume. um, can’t really do reference checks anymore. Why no company wants to really ever give a reference check these days. So what are they really basing their decision on besides a 20, 30, 40 minute interview and a resume and your, you know, your, your answers during the interview where everybody’s doing their best dance.

Yeah. Right. I mean, you are putting your best foot, your best foot forward here. Right. So, and who wouldn’t, but the issue is over and over again, companies are making hires, they’re hiring these people that are simply not a good fit for the company. Over and over again, people are taking jobs with companies where they’re just simply not a good fit.

Right. And they realized 2, 3, 4 months in they’re like, okay, this was a bad call. How could you prevented it? What could you have done differently? You gotta be better informed. And my point earlier was. with all the evolution and technology that we have. Why don’t we know more? Why are we still doing the same thing?

Why are you still taking a job with the company that you simply don’t know if you’re gonna be a good fit at right, right. Fair to assume, uh, uh, assume nothing. It’s it’s the facts. It wasn’t this way just a few years ago, right? I, if you are, um, 60 years old with a couple of kids, uh, in, in, in their own stages of life and you’re looking at retirement, you might be receiving this message.

Yeah, but I’m really close to retirement. Right. But we know that now we call this the great resignation, right? There’s a, there’s a, a, a, a, a large percentage of people that are very close. It’s interesting. Um, when you have people in your family that are getting close to retirement, they know to the month when they get their full benefits versus at a certain, um, uh, shorter amount of months when they don’t get their full benefits.

What we’re seeing in the research, Dan, is that, um, in part of the great resignation people are. Justifying taking a little hairline cut on those benefits or their retirement to leave the workforce early. We’re seeing that younger people can can say, Hey, I, I don’t wanna work as a designer as a made up example in a W2 because I can go out and run my own company as a contractor.

Let’s talk about middle America for a second. Work Zenga has created a proprietary assessment that allows companies and job seekers to find a cultural fit together. How in the world did you come up with this? As we’re saying, and as we’re sitting in the work Zenga office, It’s common sense, but why is no one else really, you know, taking hold of this as we see job boards, right?

Your, your, your places that you go and look for jobs, they seem to be on public facing, um, um, numbers. Anyway, they seem to be getting much larger. A lot of companies are still looking for good people yet the people are saying, uh, I have a larger say than I used to. Yeah. I think the, the key there is that.

We’re still doing it the same way. You’re still posting jobs the same way. We all know you wanna work someplace where you’re happy and companies know they wanna hire people who are gonna be happy there, but we’ve not done anything to figure out how to make that happen. We’re simply doing more the same.

The reason there are so many more jobs and we’re hiring so many more people, turnover, attrition, people are leaving. They’re just, they’re just not happy. Right. And the very fact that some people know to the day when they’re gonna get their full benefits tells you they’re not happy. Yeah. That’s exactly right.

You would, you would be enthusiastic about staying at your job if you were really happy. Right. So I think that’s part of the problem is that we keep doing the same. And it is intuitive. We all know happiness should be key to this, but we don’t know how to get there. That’s the difference. And we’re just doing more of the same and we know the definition of insanity.

Nothing’s gonna change. If we keep doing the same thing, a solution like works, Inga changes that dynamic, it shifts the conversation entirely right away from keywords. And yes, I have this education experience or I’ve been at this job for a certain number of years and shifts it entirely to. What type of environment will I thrive?

Right. And now I can look for a company that has that type of environment. Not because they told me they do, but because our assessment revealed that they do right in an objective way where you can’t falsify it, you can’t fake it. You don’t get to just make up what you wanna say. This assessment reveals right objectively.

Um, that’s the difference and no one’s done it. So I look up and we have a wonderful quote, uh, on msn.com from Dr. Rafael. I’m just gonna read it real quick and get your feedback. She says one of the biggest issues. Uh, let go ahead and just start by saying I I’ve already misquoted her, so we’ll start over.

One of the big issues is that people are just leaving. Their employees are leaving. They’re asking for more, they want more flexibility. They’re not happy in the workplace. And they’re asking for more than perhaps the companies were ready to give. She goes on. But before that, I think that’s a very good point.

How many we were at the. Sherm conferences last year for our listeners that are in HR are in this space. Know exactly what Sherm is. Sherm is S rm.org, the society of human resource, manager’s largest global organization of HR leaders in the world. Uh, we were there last year, listening to people speak. And, and one thing I took away from it was this.

This, this common denominator through the conversations of what I would call steering the Titanic, that, that the speakers that I heard were saying loud and clear, it is a job seekers market. They are applying for a hundred jobs before they’re applying for your job and more than likely your business owner, your decision maker, you’re hiring, uh, hierarchy.

If you will, at your company, isn’t moving as fast as they’re moving. Did you take that same context away? Yeah, I mean, You think about the housing market when it’s a buyer’s market, a market, um, the same applies here and I think it applies more so today than we’ve ever seen in, in recent history. Part of it is COVID.

Um, but I think that the underlying issue was there pre COVID. I just think that the dynamics that we encountered during COVID brought it out. Sure. And people realize that I’ve been laid off. Um, my hours have been cut. I have to work from home and they suddenly, they see things differently now. If I can do my job from home now, why couldn’t I do it before?

Right. I certainly think I can do it in the future, or I got laid off it. Wasn’t the end of the world. I was able to make ends meet. In other ways, I was able to find a job. I was able to cobble together working, you know, DoorDash or something like that. Sure. And people are seeing, there are other alternatives to a regular nine to five.

You know, to rely on income and that income isn’t 100% of my concerns, right? It is a big part of my concerns as it should be for all of us, but it doesn’t, it doesn’t rise to the level that it used to because now we see things differently and COVID. For better or worse revealed that. And it is very much, um, it is very much a job seekers market.