InspHired! Inventory

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Email *

Do you consider yourself a member of the leadership team that makes directional decisions for your department or organization? *

Yes

Full Name *

Company Name *

Location *

Position Title *

Email *

Purpose

We all want to believe in the work that we are doing and are more likely to sacrifice for our work when we do. Why does your organization exist? What are you striving to accomplish? If you advertise this to your potential workforce the top performers who also believe in what you’re doing will find you.

How do we know if we have a Purpose and are living and encouraging that purpose?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

All of our employees can name our Purpose *

None of our employees can name our Purpose

All of our employees can name our Purpose

All of our employees understand what our Purpose means *

Our employees do not understand our Purpose

All employees understand our Purpose

Each employee's individual purpose aligns with our company Purpose *

We interview candidates for Purpose alignment *

We hire for Purpose alignment? *

Leadership Development Mindset

Leadership drives organization success or failure. Top performers will follow good leaders and tell their top performing friends about the leadership at their organization.

How do we know we have a Leadership Mindset?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

Leadership in our organization is trusted *

We invest in leadership development at all levels in the organization *

Leaders are held accountable to coaching and development of their team *

Leaders are held accountable to retention of their team *

We don’t have silos. We are encouraged to work across business lines. *

People are encouraged to help each other grow *

We operate as if culture eats strategy for lunch. We emphasize culture and relationships as much as business strategy and goals. *

Leadership provides useful support to others *

Leadership helps others resolve workplace conflicts *

Leadership helps others respond effectively to stressful situations *

Leadership responds effectively to others’ inappropriate behavior *

Leadership helps create a positive work environment *

Leadership positively influences the way others feel *

Impact/Challenge/Opportunity

No one wants to feel like their work is pointless and unmeaningful. We all want to know that we are impacting someone or something with the work we do. We need to talk about the impact the position has on the organization, the product, or others at all stages of recruiting and employment. The ability to advance and grow helps keep employees engaged and motivated. What are you offering your employees and candidates for their future?

How do we know if we are leveraging the impact, challenge, opportunity of each role?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

We know the impact each role has on the company, department, or team, etc. *

We have defined the opportunity for growth for each position in the organization *

We are transparent about the challenges each role faces *

We communicate all three of these things in our job descriptions *

We communicate all three of these things in our annual coaching/feedback sessions with employees *

Fair/Competitive/Equitable Pay

Money is not a motivator, but it absolutely can be a demotivator. Everyone needs to know they are not being taken advantage of and wants time off and health and wellness benefits to ensure that they can live a balanced and healthy life. You don’t have to be the best. You have to be competitive.

Fair = Pay what the work is worth

Competitive = Pay industry average, not the best, not the worst

Equitable = Equal pay for equal work within your organization

How do we know if we have Fair/Competitive/Equitable Pay?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

Our salaries are defined by how much value the objectives achieved in this role will bring to the organization *

Our salaries are defined by market surveys, not the previous salary of the candidate and budgets. *

Recognition in terms of compensation is based on outcomes delivered *

Our compensation system is transparent *

I feel confident that our system is being audited to ensure that equity is maintained *

We have a clearly defined "pay philosophy" *

Outcomes & Expectations

We have clearly defined goals and expectations individually and organization-wide.

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

Each position has clear goals/expectations (in addition to duties and responsibilities) *

Each position has established measurable standards of behavioral performance expectations. *

The performance expectations and standards are clearly defined in our job descriptions. *

Performance expectations are reviewed, updated and communicated regularly. *

Job Fit Focus

If the way your employees think and learn, the way they behave, and their passions don't match those of the job, the hiring manager or the team, they will quit. Are you measuring these with employee assessments?

How do we know if we measure for Job Fit?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

We use assessment tools to assess for behavior fit with the job. *

We use skills test in our hiring process: *

We use assessment tools to assess for behavioral fit with the manager. *

We use assessment tools to assess for behavioral fit with the team. *

We use assessment tools to assess for emotional intelligence. *

Integrity/Values

If your values and integrity are questionable employees will leave for a safer environment.

How do we know if we have a culture of integrity, authenticity and values?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

We have a list of company values *

We reward/celebrate/recognize behavior that aligns with our values *

Our employees trust us *

We behave ethically and honestly under all circumstances even when it might lead to financial and organizational harm *

People are treated consistently regardless of their position/role in the organization. *

We are inclusive of everyone *

Know who the top performers are in your industry

Get to know them! Then when you have an opening you know who to call. They may not be interested, but they may know someone who is.

How do we know if we are well connected in our industry?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

I am well connected in our industry. *

I know who to network with in my industry to find good people *

Our recruiters are continuously building relationships regardless of open positions *

Every employee in our organization considers themselves a recruiter *

Efficient & Effective Hiring Systems

Don't shortcut quality for a "faster" process, but don't make people jump through hoops either. Keep it personal and always call them back!

How do we know if our Hiring Systems are efficient and effective?

Please select your rating from 1-5 on the following questions. 1 being "We don't do this at all or we can't do this" and 5 being "We have this perfected or we do it all the time."

We do not lose candidates in the middle of the process *

Candidates refer other candidates to us *

Our process is spoken about positively among candidates *

We have top performing candidates when we need them *

We keep it personal with our candidates. The employer/employee relationship is personal always. *

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