Yesterday, I tweeted out the following and I wanted to take a minute to expand on the impact of our written values on cultural fit when hiring, as well as the value mentioned, “Be human.”
pro tip: when hiring, having clear core values allows you to quickly assess inbound candidates for cultural fit. @shelby #1 = “Be Human”
Our core values - there are eight of them - help define the way we work and live. If you hung out with us for a little while, you’d probably overhear us saying things like “JFBI” or “Be human.” Those are just the sticky little idioms we use day to day, but behind each one is more depth and understanding of a particular value.
They help us stick to our beliefs. They act as guiding lights when making tough decisions. They make it easy to assess potential partners, or in this case, a potential teammates.
My tweet yesterday, referred to any of the numerous inbound emails I get from job-seekers who are just spraying and praying with their resume. You know what they look like: “To whom it may concern” “Dear hiring manager” “Hey!”… They take no time to get to know or demonstrate knowledge of the person they’re emailing (me), nor our company. This approach essentially begins the relationship as a transaction, and Shelby’s the ATM. Unfortunately, we don’t have time for people who view their career as a “job” or worse, “just a paycheck.”
The best candidates, the people who stand out from the crowd, the people who belong on this team, are the ones who naturally embrace “being human.” Here’s how we define “Be human” at Shelby:
We are all people, with real lives, real passions, and real needs. We are not just “employees” and our users are not just “eyeballs.” So, trust and empathy shine in everything we do - be it the way we listen, the way we pitch, or the way we build.
It sounds so silly sometimes - “You guys need to write down a note to act like a human being?” - but think about how many interactions you have in a given day that are completely inhuman - the lifeless retail transactions, shooting the messenger at customer service, the animalistic race of a commute by car or subway…
By writing it down like this, it cements a human approach in the company culture so that we constantly remember it and hopefully never stray from it as so many companies do with growth. And since growth is what’s expected of us - accelerated growth in particular - it is powerful for us to have a belief system in place through which we can make decisions about who else will join us in building this great and lasting company.
Just wrote this for the Shelby blog.