DNA generator

It can be difficult to describe your company’s DNA when you you’re met with an empty text box. It’s important to be able to describe your DNA – especially in a recruitment process. It increases your probability of hiring the right person. Therefore, we have developed a DNA text generator which helps you to describe your company’s DNA. All you have to do is answer 33 multiple choice questions regarding your organisation. The 33 questions answer the typical questions that a candidate would ask in a recruitment process. This helps us to evaluate a potential match with a candidate.

Since Statum was founded, we have handled recruitments in several different companies. We have facilitated more than 1.000 contacts between companies and potential candidates. Consequently, we have uncovered the questions that a candidate needs answered in order for them to evaluate if they can see themselves in a particular organisation.

Meanwhile we discovered that most organisations find it difficult to describe the questions that candidates need answered. Because of this, we spent a lot of time identifying and describing the DNA of our partners, and therefore a lot of time was spent on explaining the DNA to every candidate.

With our digital mindset we spotted an opportunity to digitalize the process and save precious time for our recruiters. The result of this was a text generator that not only helps our partners describing their DNA, but also saves us a lot of important time during the screening process of potential candidates.

1. Benefits and social events

Pension is important for some while the Friday bar is important for others. It’s very different from each individual if they have a need for a safety net or other benefits – such as social events. If this kind of foundation isn’t established, the employee won’t last long in your organisation. Obviously, this makes it an important element to keep in mind.

2. Colleagues

Colleagues are one of the most significant elements in your workplace. It’s very important for candidates to know the scale of your staff, how diverse it is and what the distribution of gender is like. What language do you speak in the organisation, and how many are you planning on hiring next year? It’s very different from person to person who thrives in certain environments, which makes it important that you hire talents who thrive in your team structure.

3. Reward and feedback

How do you reward great work and how do you provide feedback for your employees? Some thrive in an environment characterized by a lot of feedback while others can’t stand it. Likewise, some prefer to get rewarded with bonuses while others rather want promotions. It’s important that you hire talents who prefer rewards and feedback the way you do it. Otherwise, they might become demotivated.

4. Development

There are a lot of talents who value opportunities for development, but it’s different which opportunities for development candidates want. Some prefer education while others want more challenging work tasks. Also, it can be essential for some to go through training when starting a new job, while others just want to get straight down to business. If you hire candidates who doesn’t thrive in your environment of development – you might lose them early.

5. Procedures

What are your work procedures like? Do you focus on the individual employee, teams or the whole organisation? Some prefer to work independently while others can’t perform unless they work in teams. If you put a team player in a work environment characterised by individualism, the person will probably not live up to its potential.

6. Leadership

One of the most frequent causes of resignation is because the boss is an idiot. Of course, the boss sometimes is, but most often it has something to do with disagreements regarding styles of leadership. If you hire talents who prefer the style of leadership you practice, you’ll have less frictions, increased productivity, more success and better job satisfaction.

7. The organisation

How far is the gap from top to bottom? Are all employees recently graduated? Or are your DNA influenced by many years of experience? Do you focus on growth or product development? It’s important that you hire talent that is passionate about your overall goal. If you do this, you avoid dissatisfaction while obtaining a more efficient organisation.

8. Decisions

The DNA varies significantly depending on whether the work environment is characterised by having employees making their own decisions, or if ideas and proposals has to be approved higher up the hierarchy. If you hire a candidate who can’t make a decision without asking for advice, but you wish for someone who can work independently, you’ll experience challenges and a lack of productivity.

Our digital mindset ensures efficient recruitment processes

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