How recruiters should define “fit.”

If you’ve spent much time learning about recruiting or hiring, you’ve probably come across the word “fit.” We’ve used “fit” often to describe the way a candidate might match a company’s or a position’s skillset. We even offer a FIT assessment. 

While “fit” is typically a positive descriptor, it’s important to understand that using the term loosely can lead to biased hiring decisions and a workforce that lacks diversity. 

To avoid using the word “fit” to perpetuate bias in company cultures, we want to make sure we give it a clear definition. 

What “fit” shouldn’t mean when hiring

When using “fit” in a hiring situation, make sure you’re not simply describing a person you’d like to hang out with. “What most people mean by culture fit is hiring people they’d like to have a beer with,” writes Patty McCord. 

This definition is subjective and problematic. We’re likely to subconsciously choose people with similar interests, backgrounds, and cultures to our own. But people with all kinds of personalities can be effective at doing their jobs. And, it’s proven that diverse companies are better performing than non diverse ones. 

Give “culture fit” an objective, measurable definition

Culture is another word that’s used loosely in recruiting. Of course we want to hire people who will be able to collaborate with employees across the company and share our values. But, we can’t simply hire people we “click” with and still assure we aren’t being biased. That’s why it’s important to define our company cultures in clear terms. 

Mel Hannigan writes, “If hiring managers define culture fit in terms of personality traits, favoring certain job candidates because they ‘are friendly’ or ‘have a good attitude,’ those managers hinder their organization’s ability to innovate because of its homogenous workforce. Conversely, hiring managers who describe their culture in qualitative terms, such as ‘low structure’ or ‘high autonomy with a complex matrix,’ have a better chance of mapping the skills and abilities of a diverse set of people into their culture.”

Try looking for “culture adds” instead of “culture fit”

Once you’ve been able to name attributes of your company culture, think about hiring people who can add value to your culture, not just fit into it. 

Pandora was one of the first companies to take a “culture add” approach to hiring.  The notion of culture add reflected their desire to ensure all voices, opinions, views, upbringings, were reflected by their staff makeup.

It takes some probing to truly understand how a candidate may contribute to your culture. By learning about how a candidate seeks motivation, solves problems, communicates, and leads, you may find the best match for your job vacancy isn’t what you expected. Often, hiring a person with a new and different approach to their job can lead to more expansive outcomes.

Consider a “values fit” approach

What many companies find when they dig into defining culture is that they’re identifying their core values. Perhaps your company’s values include “open, transparent communication,” “autonomy instead of micromanagement,” and “collaborative, inclusive ways to solve problems.” 

Look for candidates who align to your company’s value system rather than an ambiguous idea of culture. Regardless of a candidate’s personality type, interests, background, or style, sharing these core values can help advance the vision of your organization. This will open your search to people you may not have previously considered. And, it will eliminate people whose core values aren’t aligned to yours.

Are you looking for ways to mitigate bias in your talent search? We’re here to help you find the right match for your company. 


Tips for Hiring Virtually

As a full service recruiting and staffing firm, we’re with our clients step-by-step throughout the hiring process. For the past few months, an added challenge for many of our clients has been navigating the hiring process virtually. 

Whether you’re hiring for a remote role or hosting interviews on Zoom for the first time, here are some of our top tips for hiring in our virtual world. 

  1. Leverage video technology for the virtual interview process. 

Meeting a candidate for the first time on a video call can feel awkward or intimidating, but there are a lot of benefits for employers who can leverage video technology for interviews. For starters, using video is a close second to getting to meet the candidate in person. You’re able to have a personal conversation, read facial expressions, and get a good sense of a person’s ability to communicate online. If you use Zoom or other technology, you also have the ability to record the interview sessions to review or share with teammates. 

A few things to keep in mind when conducting video interviews: it’s your job as the employer to set the bar. Send clear instructions to the candidates and dress professionally, just like you would for an in-person interview. Set yourself up at a desk or table (not a couch and never a bed!) somewhere free of distractions.

And be forgiving about technology mishaps. If necessary, help the candidate facilitate their audio and video options so that both of you are able to focus on the interview questions rather than the technology. 

  1. Assess for personality and soft skills. 

It’s tempting when we’re hiring for a remote position or conducting virtual interviews to focus more on hard skills than soft skills. If a candidate’s going to be working from home, it’s important for us to know they’ve got the right skillset to do the job. 

At the same time, though, skills like organization, communication, and time management are essential for employees who aren’t coming into an office every day. At Risch Results, we have a number of different assessments and tools we use to assess soft skills, motivation, and personality.

  1. Have a virtual onboarding plan.

Once you’ve made an offer, have a plan for getting your new hire acquainted with the systems, processes, and people they’ll need to know within your company. Will you need to set up Zoom meetings with teams? Do you need to create tutorial videos for programs or systems? Will they need to sign paperwork virtually? Set clear expectations for their first 30, 60, and 90 days, and help to facilitate the process. 

We love tools like Loom for creating and narrating easy screen-recording videos or sending video messages. Google Drive and Dropbox are great places to share files, and Docusign makes it easy to receive e-signatures. 

  1. Build your company culture into the virtual hiring process.

Finally, remember that candidates are also interviewing you. If you want to attract the right talent, showcase your company culture throughout the process. Can you display the company logo proudly in the background during the interview process? Do you have effective processes in place throughout the hiring process that make you an attractive company to work for? Have you found ways to include team members who can give a sense of company culture? Are there virtual welcome meetings or team building activities after you make an offer? There are plenty of creative ways to weave your culture into a virtual landscape. 

If hiring virtually feels overwhelming, we’re here to help. Contact us with your virtual hiring questions!


4 Reasons You Need an Employee Loyalty Program

4 Reasons You Need an Employee
Loyalty Program

Businesses will work overtime to get their customer’s loyalty, but what about their employees?

One of the best things about being a Kroger shopper is the loyalty rewards program they have. They give me special pricing so I can save more money. I earn points I can use on gas at their fuel center. I can usually earn multiple fuel points on gift cards—for places I was going to shop anyway! And—perhaps my favorite part of all—they send me customized coupons based on my shopping habits and my favorite repeat purchases.

Here’s the thing. Kroger doesn’t get my business because of all the savings they give me (although it doesn’t hurt). It’s because they pay attention to me. They create a thoughtful, beneficial experience, with elements that are completely tailored to my preferences. There’s no way saving $1.50 at Walmart can compare with the excellent service and attention Kroger provides. They’ve created the perfect loyalty program.

Businesses will work overtime to get their customer’s loyalty, but what about their employees? Companies can drastically improve their profitability simply by implementing employee loyalty programs, which can improve productivity, employee engagement, and reduce turnover. Here’s a deeper look at why you need to implement an employee loyalty program.


Employee loyalty programs help you hold onto your team members. Whether you have a small team or you’re a multinational corporation, losing some of your best and brightest can set you back—both monetarily and in reaching your business goals. Not to mention, losing employees can lower team morale.
Implementing an employee loyalty program rewards your team members for their efforts and creates a healthy, thriving company culture. This sets the standard for expectations and teaches your team members that they will be appreciated and rewarded for their contribution.

High Performance

Setting up an employee loyalty program the right way for your company’s values is imperative. For example, a program that rewards employees purely on seniority or time spent accomplishing a task basis sets your team up for reduced productivity. There would be no incentive to finish tasks early, and rewarding seniority only can make newer employees feel unseen.

Instead, create your employee loyalty program with various opportunities for rewards and recognition. If you want a high performing team, create rewards around top-notch quality work done efficiently. By focusing more on the impact your team’s work has instead of the time it takes to complete a task, you can simply incentivize them to get more done in less time, while actually enjoying the process.

Intrinsic Motivation

Have you ever had an activity or a person that you loved so much that you consistently went the extra mile? Intrinsic motivation is feeling inspired to accomplish things because you want to instead of some outside force convincing you to make it happen. Think of it like this:

  • Intrinsic motivation is eating healthy because you have your 20-year high school reunion coming up and you want to look your best.
  • Extrinsic motivation is working 20 extra hours a week because you’re afraid of your boss being upset with you if you don’t work hard enough.

See the difference?

Employee loyalty programs are built to create intrinsic motivation within your team members through positive reinforcement.


This is one of the most important, and rare, qualities you can have in an employee. Commitment isn’t just a willingness to stay at the company. Commitment is a dedication to giving the company your very best so that your contribution is meaningful.

In order to have truly committed employees, they have to feel that their contribution matters, their efforts are appreciated, and that the company has their back. Employees who are appreciated and feel supported by the companies they work for will continue to give their all, but it needs to be reciprocated by the company. This is where employee loyalty programs support the protection of their most committed employees. By showing your employees that you’re just as committed to them as they are to you, you create a balanced relationship.


Why Customer Experience is Vitally Important

Why Customer Experience is Vitally Important


Providing excellent customer service has always been something that successful companies prioritize. However, today business are seeing a shift in this focus from simply providing good service for their consumers to providing a great and memorable experience.

What is customer experience and why is it so important to a company’s success? Here are a few facts that today’s burgeoning businesses need to know to keep their loyal clients and continue to grow market share.

Catering to Today’s Customer

Some fast facts that might surprise you about the importance of customer experience include:

  • Over half of consumers polled are willing to abandon a company they are currently loyal to for a competitor if that competitor provides a better experience.
  • Around two-thirds of polled consumers say they are willing to pay more for a better experience with no other differences in products or services. 
  • Over 80% of consumers say that the experience a company provides is just as important as the products they sell or services they provide.

Creating Great Customer Experiences starts with the Best Talent

Now you know a little more about the importance of creating great customer experiences – how can you ensure that you’re doing this for every customer you serve?

While there is something to be said for appropriate training, recruiting top talent is a key component to great customer experiences. Here are some examples of how Risch Results enhances our own customer’s experiences while helping them find key talent.

  • While many recruiting firms pride themselves on sending clients as many resumes as possible, at Risch Results, we enhance our client’s experience by introducing them to only the best talent. 
  • Finding great talent for hard to fill and unique positions is common for Risch Results. But to make our clients feel at ease with the process we air on the side of overly communicating so that our clients are aware of where we are in the search process.

For the best in recruiting and staffing to get great results in creating quality customer experiences, see the industry experts at Risch Results. With meticulous, comprehensive processes created to find the perfect matches between talented individuals and companies looking for their services, you’ll be glad you trusted your recruiting to Risch Reuslts. Remember – if you’re in business, you’re in the business of creating experiences from the inside out. Let Risch Results help you do exactly that!


What Happened to Our New Hire?

What Happened to Our New Hire?


Has your company encountered a scenario in which a new hire seemed thrilled to be offered a position on Monday, only to reject the job before the week was over? These sudden changes of heart before the job truly begins are not just puzzling – they’re becoming increasingly common.

Sue Shellenbargerin the WSJ article, “Wait, Where Did Our New Hire Go?” explains that one of the main reasons this happens is the candidate’s experience or lack of experience with negotiation. 

Why Is This Happening

Negotiation is something that doesn’t come naturally to everyone, the need to do so doesn’t feel urgent until it is absolutely unavoidable – like the day before the offered job is due to begin. New hires who seemed gracious to accept an offer just days before suddenly back out of the position because they have offers elsewhere, but the employer doesn’t know this and is left wondering where their hire disappeared to.

Or, a candidate may not receive the kind of offer they need. Instead of asking for a better offer or letting a potential employer know that they have a better option elsewhere, many new hires will simply wait until the last minute and withdraw their acceptance of the job – again leaving the employer scrambling and confused. 

What Can Employers Do?

Reducing the chances of ending up on Day 1 without an employee requires consistent communication throughout the recruiting process.  At Risch Results, we make sure we have a clear understanding up front of what our candidate is looking for and the range of compensation for our client. We also recognize that the candidate who wasn’t looking for a job when we first reached out to them may actually be interviewing at other organizations by the time our client has decided to make an offer.  Therefore, we have to ask if they are considering other offers multiple times. Also, understanding our client’s organization besides the salary is hugely important.  We typically ask our clients what makes them unique and why people like to come to work every day.  This way, when we speak to candidate’s about the organization, they are weighing out more than just the compensation.  They are also considering the culture of an organization. 


7 Tips for Attracting and Retaining Talent

How small business owners can build
their team for the long term

In the midst of a global pandemic, it may be more crucial than ever that businesses have reliable talent to navigate an uncertain future. But with foundational changes to the ways we run our businesses, a flooded candidate pool, and the challenge of onboarding remotely, building an effective team can feel overwhelming.

Despite it all, it’s still possible for small businesses to attract talent, engage their teams, increase retention, and ultimately grow! Here are seven simple ideas for attracting and retaining talent that hold true no matter what’s happening in our world.

No. 1: Create a Culture of Collaboration

Employees leave bosses, not companies. If a manager is ineffective or unsupportive, employees may feel marginalized or underappreciated, which increases the rate of attrition. Small businesses have the opportunity to make employees feel like their voice matters by involving them in decisioning and strategizing. In today’s business environment, there’s no room for an us vs them culture.

No. 2: Ensure Your Employees Feel Like Owners

The great game of business is a business methodology and set of integrated tools proven to engage employees to drive profitability and sustainability. (It’s also the name of a book around the concept, written by Jack Slack.) Business transparency ensures that every employee is involved with the understanding and tracking of key business numbers. If there’s a decision to be made, people with relevant knowledge or expertise are asked their opinions — and rank doesn’t matter.

No. 3: Conduct Behavioral/Cultural Assessments

Considering “fit” in the hiring process is one of the best ways to hire the right talent and increase engagement and retention. Risch Results believes by using a reliable behavioral assessment to measure the innate characteristics of how a person thinks and is truly wired, employers can create teams that are more productive.    

No. 4: Brand Your Business

Every external and internal communication is an opportunity to brand your business as employee centric. Whether posting on LinkedIn, a blog, or the company website, communicate what makes your company unique, reinforce your mission, and highlight how your employees have helped you get to where you are. 

No. 5: Seek Feedback and Refine Accordingly

A business can’t grow without understanding what’s working — and what needs improvement. Provide employees with the tools and solutions they need to successfully perform their responsibilities. Talk to your employees about what they like and what they wish would change by conducting “stay interviews.”  And engage your employees in the solution process. 

No. 6: Practice Forgiveness

Forgiveness is an important leadership skill.  As Mahatma Gandhi said, “Forgiveness is the attribute of the strong.”  One way to build this skill is to practice empathy by seeing situations from the perspective of your employees.  A culture that encourages forgiveness will improve well-being and increase productivity. 

No. 7: Consider the intrinsic benefits of the position

Leaders need to know the non-financial benefits of a position to attract and keep the best talent.  The best talent is interested in a career, not a position. You don’t have to be Toyota to offer your employees opportunities for growth and development.  Equally important is an opportunity to work with talented colleagues.  If the company is too small, consider affiliating with trade organizations and training events.  7


Real World Match: How We Search for Candidates

Real World Match: How We Search for Candidates

When a company engages our firm to assist with a candidate search, we spring into action, working behind the scenes in ways that the client doesn’t see.

We screen candidates by analyzing their resumes and work history.

We check references via calls and emails.

We dive deep into their background.

And most importantly, we actually talk with candidates. Not just interview them to confirm resume facts, but to converse with them on a more personal level.

Because cultural fit, or lack thereof, is one of the top reasons employees leave their jobs, we make it a priority to ensure that any candidate will be a good match on a character level with the existing employees, managers, and the company as a whole.

For example, one of our recruiters identified a candidate for a manager position at a national wellness company. The candidate looked great on paper, but upon talking with her, the recruiter detected a few red flags. So, she checked references and then investigated the candidate’s activities on social platforms. Some questions arose and we never presented the candidate to the client.

While we had to then go back to the drawing board with our search, something more important happened. We saved the client from hiring someone who could possibly work out for a short while but would ultimately be a mismatch when it came to cultural fit.

By spending time and energy on a comprehensive search, our firm is able to present the best and brightest candidates who not only look great on paper — but are also a true fit in the company’s real world.


The Benefits of Retained Search Firms

The Benefits of Retained Search Firms

Some companies believe that more recruiters searching for your talent equates to greater market coverage. But in the staffing world, quantity doesn’t equal quality. Retained search firms have demonstrated fill rates near and far above 90 percent. Contingent recruiting firms often have fill rates of less than 35%.

Why such a huge difference in fill rate? One reason is because retained search firms like Risch Results are 100 percent sure they will find the right person. We commit to our client that we will not stop a search until we have found a candidate they are happy with. At our firm, the only reason a recruiter would stop a search is if our client’s business need changes or if the client finds a candidate through a referral. A contingent recruiter isn’t going to work as hard since the odds of filling the position are dependent on how many recruiting firms the client has asked to work on the open position.

Retained Firms Search Deeper

Retained firms do more than consult a database. They conduct a deep dive into the market across information channels to find the potential right candidates. This comprehensive search may entail looking at candidates who’ve worked in non-traditional settings, or prioritizing a candidate’s natural or unique talents. Retained search firms can take this methodical, comprehensive approach because they aren’t worried about just getting a positioned filled so they can get paid.

While the reasons employees leave their positions makes for a long list, research shows that at the very top is cultural fit.

Retained search firms will undertake an in-depth search and interview process to focus on identifying a cultural fit. The greater the criteria, the fewer the candidates.
Retained search firms know that by understanding work dynamics and company culture, they can narrow the search to discover candidates who will not only succeed in the position — but also have the best chance of staying in it.

To find the great talent that fits both in skills and company culture, using a better search firm matters.

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