Integrations are the future: Here are the three ways Weirdly can integrate with your ATS

It’s an exciting day at Weirdly HQ! Dale’s off on another successful US sales trip, our Australian business is looking great and we’ve launched our brand new Weirdly JobPages ATS integration with one of the largest employers in the world. That’s one more integration flavour on offer from the Weirdly candy store.

Why get excited about another ATS integration you ask? Well, the simple answer is that life really sucks when you have to keep hopping between pieces of software. Endless logging in and out. We know, that you know, that your teams just won’t do it. So making sure your crew gets all that delicious Weirdly benefit without ever leaving their ATS dashboard is super-important to us.

For most of our customers, delivering a world-class candidate experience is high on the priority list. People come to us because we can help create a candidate experience that’ll leave applicants with an awesome, lasting impression of the company’s employer brand, as well as helping you manage volume and dramatically speed up screening. Building the kinds of integration with your Applicant Tracking System (ATS) that allow Weirdly to sit right at the front of your process is the key to really maximising these benefits. JobPages is our latest ATS integration type.

Wait. There are integration TYPES? What does that even mean? Well basically, there are different ways your ATS will let us share information with it. It all depends on how they’ve built their software and how you’ve designed your process.


Here are the three main ways Weirdly can connect with your ATS


Option 1: Apply Button

Weirdly ATS integration on apply button

This is where your Weirdly quiz link is automatically added to the Apply button on your job listings. For example, you create a new job in your ATS the exact same way you always do, but when you share it or list it on your career site, instead of the apply button automatically linking to the dry old ATS application form, it’ll take applicants to your customised Weirdly quiz. This means the first experience someone has with your employer brand is a really fun, positive one. This is the simplest way to get Weirdly at the front of your application process, but not every ATS allows it. For the ones that don’t we’ve got two other options…


Option 2: NEW JobPages

Weirdly JobPages ATS integration example

If you want your candidates to have that awesome Weirdly candidate experience as their first interaction with your application process, but your ATS won’t allow an “Apply Button” integration, JobPages is for you. Basically, we simply replace the current “open job” listings on your career site with a JobPage we automatically create from your ATS. Literally, nothing has to change in your workflow; you create a job in your ATS just like normal, you click the same button as always to share it to your career site and follow the same process to share it on your favourite job boards. Your Weirdly quiz is either automatically added to every job as a pre-apply assessment, or you can opt to have it be a feature you toggle on or off. Either way, recruiters stay in the comfortable familiarity of their ATS dashboard. It’s only in the background where things are a bit different. Instead of your ATS displaying all your open jobs on your career site, it instantly gives us all the same information and we take responsibility for displaying it on your site instead. That allows us to embed our quiz link in the apply button, then automatically add the candidate’s score to their ATS profile once they’ve completed the quiz. For you (and your candidates), nothing changes, except you might notice the “open jobs” page on your career site all of a sudden looks a little nicer. Oh, and of course you’ll begin to notice people raving about your great candidate experience ?.


Option 3: Second stage

Weirdly second stage integration smartrecruiters exampleIf you’re still looking for Weirdly to help with values alignment, but don’t need us at the front of your process, this might be the option for you. After your candidates have completed the first step in your application process – usually by uploading some info/resume into your ATS application form – they get sent an invitation to complete your Weirdly quiz. This can either happen automatically (every candidate gets invited), or manually (you only invite the ones you like the look of). Either way, your candidates still get that custom Weirdly experience, we’ll calculate how well they align to your values and their results will be automatically attached to their candidate profile in your ATS.


Think a Weirdly integration with your ATS sounds pretty good? We’re currently working with most of the leading Applicant Tracking Systems in the market, including SmartRecruiters, Lever and SnapHire. If we don’t already have an integration running, you can bet we’re in the process of building it!

Have a lots-of-questions-asked, no-strings-attached demo with one of our team and learn how Weirdly can slot into your current process. 

5 simple security questions you should be asking any potential HR Tech provider

As your HR Tech stack gets deeper and you bring on more cool digital tools to enhance your recruitment processes, data security is becoming more “important stuff to know about” and less “boring stuff the CIO drones on about”.

Massive security breaches aren’t just embarrassing, they can cost millions of dollars in lost productivity, time-consuming fixes and open you up to legal issues with severe penalties.

When you’re looking for a new HR tech tool, the stakes are high – you’re trusting a third party with information about real people and real lives. A recent breach at one Australia’s major ATS’s shows what a big deal this is. It’s had ongoing ripple effects, as their clients work out how to manage recruitment in the aftermath.

So, yeah, this is serious stuff, and protecting your company and your candidates means we all need to start really thinking about it, rather than seeing it as just another box for your tech-team to tick. Before handing over to your CIO and their security questionnaire, here are five non-technical questions you can use to pre-vet your potential HR tech provider.


1.  What’s your personal data retention policy – aka, what are you doing about GDPR?

GDPR (General Data Protection Regulation) has got a lot to say about your  responsibilities for protecting your employees’ data – and yep, it’s relevant even if you’re in the United States.

Under GDPR, which came into effect in May 2018, a data breach is a very big, very expensive problem – even if that breach happened in a third-party system, like in HR technology. When you ask this question you’re looking for reassurance that the data held in the HR Tech provider’s system is automatically encrypted, which helps side step a lot of issues if there’s ever a breach.

2.  Do you use a third-party expert to assess your software security?

The answer you’re looking for?

Yes, and here’s the report to prove it!


Most HR tech providers will tell you they follow security best practise, take security seriously and other, similarly vague statements. The real proof is when an outside company is employed to dig into the provider’s security measures. The output will be a report that your provider should be happy to share with you.

3. What’s your plan if there’s a breach?

We’ve all seen Ocean’s 11. The reality is that even the most secure system in the world can still be breached – and mostly because humans are involved.

63% of confirmed breaches can be put down to “weak, default or stolen passwords.” Employees are also constantly working around your water tight security policies. Since you can’t get rid of your humans, it makes sense to plan for a breach – what will your potential HR tech provider do? They should have an effective disaster plan that will reduce your system down time, limit recovery costs and secure your data again fast. You want the HR Tech-equivalent of a survivalist bunker with a year of canned food and water.

4.   Can you help me check up on you?

As a professional people-person, you know about checking up on a candidate’s claims. You’d call references, and look into their records to confirm they are who they say they are. The same background checking applies to choosing your HR tech provider. A reliable vendor will be happy to connect you to past customers. Ask for any accredited awards they’ve been given and check if they hold or are working towards ISO certification.


If you’re interested in adding Weirdly to your HR Tech stack – creating a world-class candidate experience, reducing volumes and getting you to the best candidates, faster – we’d be happy to answer these questions (and more!) for you. 

Day 2 of #HRTechWorld and Wrap-Up

Today Dale was lucky enough to be running the #HRTECHWorld Livestream. She interviewed over 20 delegates, vendors and HRTECHWorld team members. The energy of HRTECHWorld is awesome. This conference has really nailed a strong sense of community.

Some of our highlights from day 2 were:

  • Most popular speakers were economist Dr Daniel Thorniley dropping hard-hitting facts on today’s job market and Euan Semple talking about blockchain.
Dr Daniel Thorniley kicks off Day 2 with some hard truth bombs

Dr Daniel Thorniley kicks off Day 2 with some hard truth bombs

  • Most Fun Session – The Debate on #bigdata where the three speakers presented their thoughts as if they were in a courtroom – wigs and robes included. What a a fun and engaging way to present this already fascinating topic.
Thanks to @angieverros for an awesome live action shot

Thanks to @angieverros for an awesome live action shot

  • Key themes: The tension between humans and robots (aka Artificial Intelligence, Machine Learning and Big Data). All we can think is that the world is on the precipice of enormous change in tech, and HR tech is right there at the forefront.
  • The area for startups, some 40 or so vendors all vying for the attention of the attendees and potential buyers, was never quiet, it seemed like there was always a good level of traffic and some were doing demos back to back for the whole 2 days. It was great to see so many vendors getting their products in front of real buyers from large corporates.
Cheers to @gdelestrange for this long view shot of the Startup Stage

Cheers to @gdelestrange for this long view shot of the Startup Stage

And on that note, all you vendors out there, IOHO (in our humble opinions), this event is the best out there. The quality of the delegates and conversations has been a head and shoulders above any other event we’ve been to recently. Not only was the quality of the content amazing, but the effort the various companies have put into making it interesting and diverse.

As we sign off, we want to give a massive Weirdly shoutout to the sense of belonging, inclusion, community, networking, support that we’ve felt over the last couple of days. It’s amazing; you truly feel like the team cares about building an event that caters to all parties and ensuring great outcomes for everyone, it’s not just about bums on seats for them.

And it can only get better with the new brand Unleash. We’re looking forward to continuing the journey with the team at future events.


If you met us at HRTechWorld, or have just been following our adventures from afar, why not try Weirdly for yourself? Book a Demo with Simon right now

Day one of #HRTechWorld in Amsterdam!

Breaking News: HRTechWorld has just announced a rebrand, to become Unleash! Read all about it here.

Thousands of people were early to registration on day 1. Amongst the booming DJ in the entrance hall, you can find a masseuse and the #HRTechWorld creatures. What an awesome start to the day!

We felt that Day One was a huge hit. Kicking off with an amazing keynote from Peter Hansen referring to his thoughts (and his book) on The Day After Tomorrow. Are we spending enough time and attention planning for the future instead of just for today? And finishing with the amazing Arianna Huffington. We need to be paying more attention to our “now”, and sleep more. It was such a treat hearing her do a keynote and then also listening to her fireside chat with Josh Bersin.

Main themes for today were focused on the #futureofwork and how #HRTech can enable and support Talent Acquisition/Human Resources and culture and diversity.

Dale and Simon’s highlights

Sarah Wood – Founder and CEO of Unruly

She spoke on on Unruly’s 5 point checklist for Diversity: Measure, Find, Be Flexible, Nurture and Celebrate.

Diversity is one of their strengths and their people (“The Unrulies”) live and breathe it. You can tell from their mission statement (“To unleash the collective power and difference of Unrulies to drive business impact”) all the way to how they work. We especially loved “Nurture”; One of the most important purchases they make for their offices is a good quality kitchen table, and they use it too! They actively encourage their people to bring their families in for lunches and to just hangout or check out the offices.

Sarah finished with a favourite saying: “Good things come to those who don’t wait!”, we totally agree Sarah!

Four Female Tech Founders

Pictured from right to left: Urška Sršen (Co-Founder & CPO Bellabeat); Ida Tin Founder & CEO Clue; Brynne Kennedy CEO and Founder MOVE Guides; China Gorman Board Chair Universum Americas

China chaired the panel of extraordinary female tech founders. Some key pieces of advice that they left us with: hire for company values and personality, and as a CEO you must be thinking at least three years into the future. But our favourite, by far, was that the most important attribute you should hire for is ‘self-awareness’. People who understand their strengths and weaknesses are able to be coached and to learn. We couldn’t agree more.

Arianna Huffington

Arianna Huffington is a walking sound-bite machine! She tells us to focus on well-being and making sure we recharge our batteries. Stop living our lives through our phones and actually live them, experience the things around us rather than recording it.

She’s not just talking the talk, she’s walking the walk. She has partnered with Samsung to create the Thrive App. It’s like an out of office for life, limiting the notifications so that you can go and live your life.

Not only is Huffington trying to fix our personal life, but the way we work. She calls the company’s culture the ‘immune system’. If we get a virus or a disease it can spread. The ‘brilliant jerk’ is the poison for our company. A great culture is a strong immune system that can stop that virus dead.

Of course, not many people leave work at work when they go home. We take who we are at home to work, and we take who we are at work to our homes. What does that look like? Life skills are just as important as job skills. If we help people transition through their lives, it will teach resilience and beyond job skills, it will establish real life skills.

She finishes by reminding us that this is our one and precious life:

“Bring as much joy, as much humanity and as much gratitude as we can. Let’s not just say upward and onward, let’s just say upward, onward and inward. Just take a breath and connect with it.”

Ariana Huffington rocking the stage

Ariana Huffington rocking the stage

Speed Conferencing

We were part of a speed conferencing session today focusing on Hard Skills and Soft Skills for the future of work.

We started by sitting on the floor to warm up in an informal way then got into some speed networking. We were one of six speakers. Topics that were covered were Chat Bots in the recruitment process, using inbound marketing, enabling culture when scaling, the shift from hard skills to soft skills we’ll need in the future, micro-learning and how to buy HRTech. One of my favourite discussions was on whether Talent Acquisition should move into the marketing department. Definite food for thought.

Finally, the expo hall

The MASSIVE expo hall

The MASSIVE expo hall

The expo hall is massive: so much great HRTech, we’ve tried to summarise some of our highlights, but the whole day has become a massive whirlwind of excitement!

IBM’s Watson used our Twitter profiles to tell us what our personality type was (Dale – Adventurous, Simon – Visionary).

Watson's predictions for Dale & Simon

Watson’s predictions for Dale & Simon

BeeKeeper – An employee communication app that we got a rave customer review about. It enables secure communication between employees and teams. The customer stated that it has increased active engagement and productivity across the entire company.

Devscore – Cool product that simplifies developer acquisition and assessment. And the founder Peter Cummings is worth having a beer with.

So excited for our friends at Enboarder who were runners up in the startup competition from a lineup of over 25, but Robot Vera were the overall winners – They are using AI to replace 90% of the recruitment process. They find the candidates online, make contact and then a robot will phone them before forwarding a shortlist to the recruiter. Hmm, we’re not sure on this one. Really takes the human element right out of it.

Hot tip: Keep hydrated – Get a free water bottle from one of the vendors in the expo hall and fill it up at the water filters.

#FutureOfWork and #HRTechWorld Amsterdam

We are so excited to be sending two of our Founders to #HRTechWorld in Amsterdam! It will be the Best HR Show in the World!

In fact, if you check out the agenda, you may notice a familiar face, right there, next-ish to Ariana Huffington, you’ll find our very own Weird-One-in-Chief. Dale Clareburt will be talking through what soft skills you need to focus on and why the soft skills we look for today may be a different kettle of fish tomorrow.

The coveted Weirdly Hat

Dale isn’t a lone-wolf this time though, we are also sending Simon Martin to be her partner in crime. They will have a supply of Weirdly hats, so find them and you too can look cool like us!

And if, like the rest of us, you’re not going to be in Amsterdam… we will be bringing you all the highlights. Here on this blog, or on our Twitter, Instagram, Facebook and LinkedIn pages. In fact, if you’re not a member of our recruitment Slack group, people-people, come and join us, we’ll run some AMA and post the links to the live-streams as they happen.

Let’s check out the #futureofwork together!

Family Feud – The Recruitment Edition

Last night our co-founders Dale and Simon hosted an energetic and exciting rendition of Family Feud, with a recruitment twist (of course) at the #sydRecMeetup. The whole evening was sponsored by LinkedIn, Enboarder and ourselves. The anticipation was well and truly built up before the event, the venue allowed us to have 120 and we maxed that out. (Not to mention a wait list a mile long).

We’d also like to give a #shoutout to Troy Hammond of TalentArmy who gave us the idea to begin with. And a massive #shoutout to Chris Long, Mark Mansour and Neil Gunning for inviting us to be part of it all.

For those that aren’t familiar with Family Feud; it is a game show first created in 1976 in the United States and has since spread all over the world. The TLDR description is that often there will be some kind of survey before the show and the contestants on the show have to guess what would be the most popular answer to the question asked. In our case we sent the survey out to all members of the meetup online and then went about creating our panel of recruitment super-stars. The teams were boys vs girls, and we had an amazing line-up:

Representing the Girls:

Representing the Boys:

There was a whopping twelve rounds so here are some of the highlights. If you’re a talent hunter in Sydney you can watch the whole thing on their closed Facebook group here.

Who are your key influencers in the talent acquisition community globally?

Bill Boorman won with 35 votes, followed by Kevin Wheeler at 28, Glen Cathey at 20, James Caan at 12 and Lazlo Block with 5

Round One kicked off asking about key influencers. When social is key to getting your brand out there, it was no surprise that Bill Boorman of the Recruiting Unblog came up on top as the most popular answer. We’re big fans of Bill already but thought that there were a few key names missing off this list like William Tincup and Stacy Zapar. There are really so many to choose from.

What are the key factors that affect the candidate experience?

Feedback edged out all others with 41, followed by response time at 29, the reality of the job at 15, respect at 10 and technoloogy coming in last at 5

This question is near and dear to our hearts. Here at Weirdly, we are all about the candidate experience. We like to think that our software makes your life as a recruiter simpler, which should give you more time to provide feedback! Our automagic filtering that happens whether you have a hundred or a thousand applicants should also cut your response time by the bucketload.

What are the top ways you would measure your employer brand?

Retention won the day with 25, the quality of the applicants at 20, surveying the candidates at 18, employee referrals close behind at 14 and Glassdoor at 12

These are all awesome ways to measure your employer brand. We totally agree! A strong employer brand will increase your staff retention and you will get a better class of applicants through the door. Here at Weirdly we help you build the culture you want to have. That’s your brand of weird, and it should help you attract and keep the very best people.

If money was not a constraint, what would you invest your budget in?

A New ATS is top of the dream list at 31 points, EVP/Branding on its heels with 29, people at 16, automation tools at 14, and conferences at 10

We love the utopia question… people always get that dreamy look in their eyes and that faraway smile.We’re also glad that the superyacht didn’t make this list, what a dedicated bunch of talent professionals. For some of you larger corporates, a top notch ATS is vital, but we’re glad to see that Branding and People are high up on the list too.

Sayonara for now

If you missed the night, I’m sure you’re keen to find out who won… It was a close call, but the audience chose the girls this time round.

Let's hear it for the girls!

It wasn’t all a serious competition though, there were some very memorable moments including Gareth Davies from Enboarder singing his heart out whilst experiencing technical difficulties during his preso or Chris Long throwing a highly sought after Weirdly cap over his shoulders to a feverish bunch of groupies at the end of the night. I think it’s safe to say that the Sydney Recruitment Community is very much alive and well.

It was a blast coming across the ditch to host, and now there is such an amazing Powerpoint, it’d be sad to see it go to waste, there’ll probably be a re-match at some stage.



If you want to work on your brand of Weird right now, chuck your employer brand into a Weirdly Quiz today

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#shedoesnotspeakforus – racism & recruitment

Last month, the Human Rights Commission here in New Zealand posted a sound clip of a recruiter verbally attacking what sounds like a possible candidate. If you haven’t heard it yet, don’t bother, you’ll get the gist of it from this blog.

Recruiters nationwide were (rightly) outraged and demanded to know the identity of the recruiter. To their credit, Recruitment & Consulting Services Association Australia & New Zealand (RCSA), who represent over 3000 recruitment professionals and companies, responded the same day. They sent an open letter to the Human Rights Commission condemning the actions of the recruiter, and at the same time created a mildly viral campaign #shedoesnotspeakforus encouraging all recruitment professionals to join in the condemnation.

They are going further than that. Tomorrow they have got Dame Susan Devoy (the Race Relations Commissioner), their own CEO, Charles Cameron, and others on a free webinar open to all New Zealand recruiters. It is called “Ten ways to stamp out racism in New Zealand”

Register for free here.

Here at Weirdly, we thought it was important to alert you of this webinar. We were as outraged as everyone else when we heard the sound clip, and we applaud the RCSA for doing something about it so fast, and then following through with a solution.


A Brick in the Wall – Education and a Diverse Workforce

This is part three of a three-part series exploring the future of work and what true diversity can mean for you, the organisations you work in and society at large. Click here to read part one.

Let’s take you back roughly fifty to sixty years. It is the mid-19th century. The Ivy-League colleges in the USA have become a thing. (For those that don’t know the USA context, the Ivy-League refers to a group of prestigious universities which are often associated with academic excellence and social elitism)

In fact, never mind the Ivy-League, Oxford University in England doesn’t even have an origin story, but they think it started somewhere around 1096!

Of course, education as a concept isn’t new, what is new(ish) is this idea that education will ‘get you a job’. In fact, what we have been doing as a society, is using education as a filtration system. When there is a focus on qualification attainment, education becomes a filtering mechanism. Those that cannot achieve the lowest of standards become the ‘unskilled’ workforce and the ones that do become the ‘clerical’, and so on and so forth until we reach the hallowed halls of the nearest tertiary institute. The grand plan being, that once you reach and finish university, then you are ready for the most-skilled of roles in society.

Where do we teach creativity, innovation, teamwork, collaboration, problem solving or communication?

Since starting Weirdly, we have been investigating this notion of the ‘Future of Work’, and what that will mean for you. We’ve looked at what diversity could mean regarding personal qualities. We’ve looked at how your companies can be ready (or not) for a more diverse workforce. This week, we take yet another step back and look at society as a whole.

Worldwide, there is an overemphasis on teaching subjects rather than skills. We do not teach children how to learn; rather we are pushing them through assessments to gain qualifications which have no real-world correlation.

There is also a disconnect between industry and education. International researchers McKinsey and Company surveyed 8000 employers, providers and young people and examined over 100 programs. Employers consistently rated young people lower than education providers on competencies such as teamwork, spoken and written communication and problem-solving. The industry as a whole is sitting back and merely expecting educational institutions to churn out work-ready people, then complaining when it doesn’t happen.

It isn’t all doom and gloom. Some corporate giants have come to the fore and are working with schools or students directly. Microsoft, for example, has a yearly high school internship program where they pay kids for full-time employment over the Summer and give them real-life skills to take into their future careers.

Also, say what you want about charter schools, but corporations like Tesla have put their money where their mouths are and are opening STEM high schools which put emphasis on STEM over other skills.

We would argue that these initiatives don’t go far enough. As a society, we are expecting a school structure created in the 1950s to work for the brave new world of 2017. We look at the industry and lament about the lack of diversity, and yet our entire educational system favours the ones that are the same.  It is as if our schools are a factory putting out teenaged-widgets. The ones that are different are deemed defective and often don’t make the cut.

Encouragingly, the some of the so-called Big Four of recruitment (Pricewaterhouse Coopers, Deloitte, Ernst & Young and KPMG) have stopped relying on grades entirely. For example, Deloitte contextualises the academic data, looking at the economic background and personal circumstances as well as the scholastic achievements. Pricewaterhouse Coopers’ Director of Student Recruitment, Mr Richard Irwin, admits that figuring out how to measure these ‘soft skills’ is a work in progress for those recruiting young people. “Every year, we take data from the selection process and compare these to their performance in exams and in the business”.

While we don’t have all the solutions, we know that the ‘Future of Work’ is already here, and solutions like ours make this transition easier. We have started looking at machine-learning possibilities to feedback the data from your new recruits back into your quizzes, giving you the enterprise-level recruitment experience of Pricewaterhouse Coopers without the need for a multitude of data scientists.


Try a Weirdly quiz today. Find out what makes your recruits tick instead of what they got the tick for at school.

Weirdly quiz sign up now

What does your company smell like? And what does that mean for your organisational culture?

This is part two of a three-part series exploring the future of work and what true diversity can mean for you, the organisations you work in and society at large. Click here to read part one.

Imagine this… you are walking around downtown Kolkata (previously Calcutta) in India. It looks like this.

Downtown Kolkata

It is 99% humidity. It is 38°C (or roughly 100°F) and you feel the sweat dripping down your face. There are people everywhere, pushing and crowding.

Now imagine this… you are walking around the forests of Fontainebleau in France. It looks like this.

A forest in Fontainebleau

The air is crisp and cool. There is calm in the air. You feel a briskness in your limbs, and you breathe in the sweet smell of forest green.

When Professor Sumantra Ghoshal described these scenes in a speech at the World Economic Forum, he was careful not to disparage either of them and rightly so. There is nothing wrong with Kolkata. It is a vibrant city full of amazing things to see and do, and equally, there is nothing especially magical about the forests of Fontainebleau.

Professor Ghoshal draws an analogy between organisational culture and the ‘smell’. He admits that measuring organisational culture is inherently difficult, but if you imagine, you can almost ‘smell’ it. The key is to make sure the people that work within your organisation (the ones you need to perform well and feel engaged) are attuned, inspired and energised by that “smell” – the distinct culture, values and experience your company offers.


Four requirements for supporting diversity in your own culture

Last week, we talked about what a diverse person could look like. We all agree that we want more diversity in our companies, it is a quantifiably Good thing (with a capital G). But are we prepared to support that diversity? Are we creating the right environment, the right “smell” to allow it to thrive?

He emphasises that in order to build an organisational culture that smells like success, you need to improve in four key areas.


An organisational culture of stretch, and not constraint

Cat stretching

An organisational culture of stretch means that all your staff want to do is more. If you asked the question, “Can you think of an instance recently when you saw an opportunity to do something that would be of significant value to your company. Did you take it?” Would the majority of your staff admit to not taking the opportunities because of structural barriers? If we are increasing the diversity in our companies and encouraging many different thought processes into the mix, are you holding some of them back with an organisational culture of constraint?


Encourage discipline, not compliance

Puppies in a line

An organisational culture of discipline is about embedding self-discipline instead of ensuring compliance. It can manifest in a myriad of ways from simple things like always being on time to meetings through to more complex structures, like being accountable for your project goals without the need for micro-management. Creating a culture of self-discipline fosters the growth and allows diversity to thrive. Instigating an organisational culture of compliance displays lack of trust and alienates diverse thought.


Curate a culture of support, instead of control

Puppy Holding a hand

The whole role of senior management changes when you are not consistently being seen as the overlords of control but as those who exist with one purpose only, to support your staff to win. You can do this by providing access to resources or coaching and by guidance and not control.


Lean into trust, rather than contracts

Dog trusting their owner

Most large companies (and come to think of it, most societies) have become overwhelmingly contractual. The idea that there’s no trust without a legal contract binding you to your word. Of course, we’re not advocating you dissolve all your contracts. But to really encourage your staff to fly in their diverse ways, we  need to nudge the pendulum a little closer to the middle – increasing the level of trust we have in each other and in our workforce.


So, do you have a good handle on your culture’s unique “smell”? Whether you’re a forest in France or a busy street in India, a diverse, inclusive environment is better for your organisation – the question is, are your ready to support it?


Weirdly creates customisable screening quizzes that test every applicant for values alignment, instantly. Integrate it with your ATS and collect valuable diversity and candidate experience metrics. Talk to one of our team today to see how Weirdly could work in your own organisation.

Where do you keep your tomato sauce (ketchup)?

This is part one of a three-part series exploring the future of work and what true diversity can mean for you, the organisations you work in and society at large.

When Leslie Miley (at the time, senior engineering director) questioned the steps being put in place for diversity action at Twitter, the senior VP of engineering responded with “diversity is important, but we can’t lower the bar”. For Mr Miley, this was a turning point… he also then realised that he was the only African-American in engineering leadership at Twitter, the same company that, some would say, drove the #blacklivesmatter and #ferguson movements.

This was in 2014, and while Twitter (and indeed many other companies) have made some great advances since then, there is still more to be done.

Diversity comes in many flavours and colours… it’s not just gender and ethnicity… but even with obvious markers like gender and ethnicity, most companies are failing. Staying with Twitter for a moment, their own diversity report stated that even though African-Americans and Hispanics made up more than 30% of the active users, their engineering and product management team had less than 5%.

In fact, putting aside gender and ethnicity for a moment… Let’s talk about tomato sauce (or ketchup for our American readers). Where do you keep your tomato sauce? Is it in the fridge? Or the pantry?

Studies have shown that there is a definite grouping of people who keep their sauce in the fridge, vs those that keep it in the pantry. Why does it even matter? Scott Page, a professor of complex systems at the University of Michigan explains why. If you keep your sauce in the fridge, and you run out of sauce, your alternatives are vastly different from the pantry-storage cohort. You might choose mayonnaise instead of malt vinegar, for example.

In fact, Professor Page went further than just sauce. He compared two sets of algorithms for solving a problem. One set was similar in its makeup and the other set diverse. The diverse set solved the problems better each time. The non-diverse set kept getting stuck at the same place.It’s the non-diverse team that needs the bar lowered!

It just makes sense, diversity isn’t necessarily about what you look like… it’s about how you think.

When Mr Miley was interviewed in a podcast, he explains: While sameness will be good for a fast growing startup – you think the same, there will be less misunderstanding and you can communicate quickly – if you want to grow, you need to have diverse teams. Yes, it will affect efficiency at the beginning, but don’t be lazy… Learn different communication styles, experiment with different internal team structures, adjust your decision making processes and you will reap the rewards. He suggests that one of the best ways to increase this diversity is to try different types of questions at the interview process… it’s almost as if Mr Miley is advocating for Weirdly!


Try those different types of questions now. Look for people who share your weird.

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