How Zigzag’s Culture Match helps you find your next role

Zigzag is striving to create a recruitment experience that is more human. We also know that applying for jobs can become a full-time job in itself. So we’re looking at ways we can change this. And it starts with our culture match.

What is the Culture Match?

Zigzag’s culture match is a bit like online dating but between you looking for your next challenge and a prospective organisation looking to hire new talent. It measures the kind of person you are with the culture of the hiring organisation. 

It’s a bit like when you read a job description and think, “I’d be great at this”. You go through the interview process and your future boss also thinks you’ll be great at this. In fact, you get the job and start in your shiny new role and you are great at it. But something about it isn’t sitting right with you. 

It could be that the way things are done doesn’t get the best out of you. Or that there are lots of big personalities in the team. Or maybe no one talks at all and you’re finding it hard to fit in. 

Our culture match increases your chances of feeling at home in your new role because all of the hard work of knowing whether you’ll fit, is done before you even have that first conversation. 

How does the Culture Match work?

“Our culture match has been designed by a psychometrician,” explains Ben Wiseman, Zigzag Founder and CEO. “It is a psychometric evaluation that measures you against nine personality traits.” 

These traits are the ones that are more appreciated in a hiring context. The nine traits we measure are: 

Then at the end, you have a score for each of these traits. 

“What is crucial here is that there is no good or bad combination of traits,” explains Ben. “Being a confident and impactful communicator regardless of audience size is a positive trait. However, some roles may be looking for different traits to be a success. So understanding your personality traits, means we can match you for the right opportunities and challenges.” 

Zigzag discusses with recruiters the kinds of personality traits they are looking for within each role and focuses on what will make someone successful in the position. 

“There are many ways we can approach the culture match,” says Ben. “For example, we could have looked at the traits at a team level. However, when you do this, it means you get an average across the entire team. Therefore, you might miss out on what will really help someone be successful in the role.“

This is why our culture match is different to creating a culture fit. 

The difference between a culture match and culture fit

When we talk about a culture match, it’s important to understand why this is different to a culture fit. When you look at the team as a whole and ‘fitting in’ you are hiring to blend in with the current team. 

For example, if you have lots of creative people on the team who are innovative thinkers, then hiring another creative team member because they mirror the team will produce a particular way of thinking. And a particular way of addressing challenges. 

Whereas, if you have a diverse way of thinking within the team, you’ll find a wider range of solutions. It helps bring in new approaches without being disruptive. 

As Ben says: “Our technology creates a broad, expansive view of what can be achieved by the team. It’s about bringing that powerful diversity to a team and organisation.” 

Another benefit to using the technology in this way is that when you join a new team, you need to bring your full self to the job. You should feel comfortable that your personality traits will make you a success in this role. 

Culture Match and stereotypes

Importantly, the culture match does not exclude anyone from the application process. 

“When we score the personality traits against what is needed to thrive in the role, we still present all applicants to the recruiter,” says Ben. “We guide the recruiter by prioritising the candidates who present as a good fit.”

We have thought carefully about how this technology will be used in order to not stereotype certain personality traits into certain roles. For example, a technical SEO role may well appeal to introverts who like to get their head down and just write code. However, that should not discount the wide range of personality traits of people who do this role.

In fact, here at Zigzag, we believe that recruitment experience can greatly benefit from our culture match. 

“Our belief is that it’s about giving candidates and companies the tools they need to help them achieve those successful matches so that both sides can thrive,” says Ben. 

“And this is an important part of the recruitment process. Psychometrics are used in the process but usually at the end and at a senior level. We are using it with our technology to create a more mutually beneficial experience for everyone involved.”

Overall, the culture match is indicative of how successful a new team member will be from the beginning.

Get your Culture Match

Taking our culture match is an optional part of completing your profile with Zigzag. It means that jobs will apply to you and do so in the knowledge that you have the traits to thrive within the role. 

Start completing your profile here

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