Beyond the Resume: Recruiting for values, purpose and growth
Building a human business: Recruiting people who help your organization thrive
OVERVIEW
Many organizations want a stronger culture—one with greater engagement, better teamwork and employees who care about the company’s success.
Yet most organizations approach hiring the same way they did 20 years ago: They create a job description, post it online, review resumes and conduct interviews. Then, they wonder why building a strong culture remains difficult.
At SnapCab, we have learned that culture is not something an organization establishes after employees are hired. It begins with the people invited to join the organization.
In a Human Business, the organization is viewed as a living body, with every employee serving as a cell within it. When those cells share common values, communicate effectively and support one another, the entire system becomes healthier and stronger. Without that alignment, even the best systems can struggle.
That is why SnapCab’s recruiting process looks different.
Key Learning Objectives
1. A practical recruiting process they can implement immediately
2. Tools to assess cultural alignment
3. Strategies to improve engagement before the first interview
4. A recruiting standard operating procedure they can adapt for their organization
5. A deeper understanding of how people determine whether a Human Business succeeds or fails
Sahiza Hossenbaccus is president and chief financial officer of SnapCab, where she leads the company’s strategic financial and operational activities across Canada and the U.S. She joined SnapCab as chief financial officer in 2018, advanced to general manager in 2020 and assumed her current role in 2023.
Hossenbaccus has more than 25 years of financial experience across the software, service and manufacturing industries.
Born and raised on the island of Mauritius, Hossenbaccus holds an accounting qualification from the U.K., a Canadian CPA designation and an MBA. She is passionate about giving back to her community and actively seeks opportunities to make a positive impact.
Stephen Ahlberg: What happens when you combine the energy of summer camp with the discipline of lean manufacturing? Stephen brings that idea to life. With more than 15 years of experience leading summer camps and experiential education programs, he uses play and creative communication to teach lean concepts and help shape organizational culture.
