“We’re building the company group to be like the country we would happily grow old in” – says Richard Hampuk, Person Group CEO
This statement summarizes our culture and our purpose in one sentence. It leads us when making decisions or interacting with customers, partners, colleagues or our wider environment. We believe we can only enjoy success if we stay true to this mindset. This is what makes Person Group a special place to work at, while it is also something to be proud of for all Personauts (=Person Group employees) living our values.
We evaluate and make decisions based on the performance delivered
We deny all forms of corruption
We value people who impress us with achievements
We always consider long term effects over short term wins before we act
We enjoy the beauty of nature and do the best to reserve it
We build services to make our clients more successful so we can be more successful as well
We believe happy and engaged employees are key to long term success, so we consider building and maintaining an engaging work atmosphere to be a priority
We enjoy being challenged by new ideas and approaches
We value constructive feedback a lot
We are open to the most diverse set of suggestions (most of our big success stories sounded “wtf”/strange first)
We have deep interest in the colours of our people and build upon them as key strengths
We praise or let go based on performance
We do our best to evaluate based on fair criteria while we are also honest to confess this is not always 100 % possible
We treat everyone in a way we would love to be treated
We believe trust is the base of real empowerment that leads to outstanding results
We give trust upfront, but not in a naiv way, we act if someone abuses it
We believe trust is the bond that holds our relationships together, so we protect it carefully
We always look for the best possible solution and do not waste energy on blame or cynicism
We actually hate cynicism (while we do enjoy a bit of sarcasm and irony :))
We only share feedback if we do have a good intention and genuinely believe that the feedback moves something forward
We never get personal (in a negative way)
We do not accept good enough, we always thrive for the great
We accept and learn from mistakes and use all experience to improve
We believe development is the only way to sustainability, working with (fake) stability would bore our creative doers
We consider knowledge as a real value so we do our best to develop it continuously
We are different, and this is what makes as a Personaut. So we’re always looking for people who can bring new perspectives and life experiences to our teams. If you’re looking for a place that values your curiosity, open-mindedness, passion, and desire to learn, if you’re seeking colleagues who are passionate professionals, then you’re a future Personaut.
Recruitment and selection is considered to be the painful process where the employer decides on the best fit for the role among the candidates.
We think this is stupid. We do our best to create a dialogue of even partners, to be sure it is not only us who chooses the one who fits our requirements best, but also the candidate gets enough insight to decide whether we are the ones to fulfil their expectations.
It helps a lot, if you know your preferences. Are you motivated by money, by freedom, by perks, by professionalism? What is the level of compromise you are willing to make on one or the other side if you cannot get everything (you probably won’t, but prove me wrong)?
Most of all, can you relate to our values? Is this the culture you are looking for? Are you able to live them every day? Because we are, so you will only be able to integrate into our team, if you do so as well.
OK, but what comes next?
To give you some more operational or detailed guidance: we are not a huge corporation. We either have enough of a certain skill or capability at the moment of recruitment, on a senior level in the house, or we don’t.
If we don’t, we will look for undoubtedly experienced candidates, you will see this clearly written in our advertisements. In these cases we will not have much flexibility to offer the role to (even very enthusiastic) juniors.
However if we do, we will look for engaged, smart and diligent starters, and involve and mentor them to build our team also from within. Many of our colleagues have started as trainees and are now strong professionals and key members of our team.
Decision making – based on what?
Decisions are made in a practical way.
We read your CV and check for certain “KO” expectations (the ones we strongly need, where we can not make a compromise), if we find them, our Personaut will most probably invite you to an onsite interview.
If this first round proves we may find a fit in each other, you will probably get a task to show your experience and knowledge in action.
In cases where we have many candidates with similar backgrounds, where we are in a hurry, or we just want to give the chance to someone, who had a less convincing CV, but our gut tells we have to give them an opportunity, we may change the order in the process, and start with the task.
These tasks probably have the most significant role in making the decision. This helps us to be more objective and this is also a way we live our values. We may find one of the candidates more sympathetic, but performance and delivery is more of a fair decision factor.
In the most optimal cases, we end the process with a team coffee, where all our people are invited to meet their future colleague prospect and we only give out the offer if nobody shares a veto.
This way they are more engaged to support the new members in the integration and during the way to success.
Nothing very special
Now you see we do not make the selection very complicated. Simplicity is key in this approach.
We hope you have also learned, the easiest way to get into our team, is to show your true self from the very first minute.
You make both your situation and our job easier by opening up. Do not cover flaws, but share what you’ve learned from them. Are you searching for a new job because of a bad manager? Tell us how they did you wrong in an honest way, but without getting personal.
We will not lie about what we can (and what we cannot) offer either.
WIN-WIN deals are based on trust and honesty, help us in making this approach a market standard.
One more thing
Feedbacks are a very significant element of recruitment. We always try to give a reply to everyone who has trusted us with their application.
Last but not least
We are a huge fan of effectivity. That is why we are one of the first company in Europe who is using Google Hire for recruiting. It’s fun, make easier to focusing on talents.