Jo-Dee M. Benson VP, Chief Culture Officer

Cirrus Logic

How the Culture Integration Process Begins Before,

During and After the First Interview  

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Cirrus Logic (NASDAQ:CRUS)

High Tech – Semiconductors

Since 1984 – HQ in Austin, Texas

~700 Employees Worldwide

R&D driven, Masters Degree and higher

Average employee salary greater than $100K

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Jo-Dee Benson

Marketing background

Started at Cirrus Logic in 1995

Marketing Communication Manager

VP, Chief Culture Officer

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Our History

7 Years Ago Today

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CORPORATE CULTUREVIDEO

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Our History

Low Employee Moral

#11 Best Place to

Work

Low Voluntary Turnover

Strong Recruiting Success

High Voluntary Turnover

Difficult to Attract and

Retain Experienced Talent

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Culture Pays Off

Industry*Voluntary

Turnover Rate

Cirrus LogicVoluntary Turnover

Additional Retained

Employees

EstimatedSavings

2011 6.2% 4.7% +9 HC ~ $1M

2012 6.6% 4.0% +16 HC ~ $1.6M

2013 8.7% 6.1% +18 HC ~ $1.8M

* Source - Radford

$4M+ Estimated savings over past 3

years

Reduced Voluntary Turnover Saves Money

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What is our Secret Weapon?

BRANDING

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BRANDING

The basic marketing principles can apply… Know who your customer is

Know what your customer wants Exceed the customers’ expectations

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Key Ingredients

Consistency and patience

Every company has a corporate culture

Tone comes from the top – starting with CEO

Communicate and practice your Vision, Mission and Core Values…everyday

Employees are smart – even when you think they don’t know…they do

Demonstrate humility

Employees are your most important assets

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Vision First Choice in Signal Processing Components

MissionProvide innovative, high-performance analog and digital signal processing components that ROCK!

ValuesContinuous Improvement

Innovation

Integrity

Communication

Job Satisfaction

Let this be your first step…

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Culture Integration Process Begins Before, During and After the First Interview  

BRANDING

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Interview Orientation

On-siteInterview Orientation

WelcomeCalls

Welcome Bag

CultureTraining

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up

Traditional Hiring Process

Our Process

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Welcome Bag

Candidates receive the day before on-site

interviewHighlights “Austin” Vision, Mission and

ValuesOnsite

InterviewOrientationWelcome

CallsWelcome

BagFresh

FeedbackPEER and

MentoringCEO

Lunch Follow-up Culture

Training

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BehavioralInterviewi

ng Customized for Cirrus

LogicOur goal is to ensure

personal successOnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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Behavioral Interviewing

Culture Fit – The Key Success Indicator Reasons for unsuccessful hires at Cirrus Logic

Culture Fit60%

Technical Skills25%

Failure to Progress10%

Other5%

Behavioral interviewing is an effective measure of the non-technical skills required

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Find Success Factors Identify top contributors to the organization Determine what makes them successful

Build and Test Behavioral Questions Hiring individuals who can effectively

integrate to the corporate culture Continue to test and modify the questions

Train the Interviewers To identify key attributes and competencies

Revisitafter failed

hire

Behavioral Interviewing

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Welcome Calls

Before start date, new employees are contacted by hiring managers, HR

and the CEO

OnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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EmployeeOrientation

Focus is on Mission, Vision, Values

All I.T. and office setups are completed prior to arrival

OnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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Follow-upNew employees are

contacted by HR and their designated “PEER” the

first week of hire

OnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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CEO LunchEvery new employee has

direct communication with the CEO

Review the Vision, Mission, and Values

Small group Q&A session

Jason RhodeCEO Cirrus Logic

OnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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PEER Program

All new employees are paired with a colleague outside of their

group

Technical Mentor Program

andTechnical Mentoring

Program

OnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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“Fresh Feedback

”Gathering feedback

about the onboarding experience from new

hires Onsite

InterviewOrientationWelcome

CallsWelcome

BagFresh

FeedbackPEER and

MentoringCEO

Lunch Follow-up Culture

Training

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Fresh Feedback – Continuous Improvement

Early I.T. Setup Improves Productivity

Feedback: “…approx. 3 days of productivity wasted” Setting up of workstations Getting all passwords Getting new employee to work

Improvement: Ready on Day 1 Onboarding checklist Employees are working on Day 1

following orientation

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Fresh Feedback – Continuous Improvement

Technology Resources for Employees

Feedback: “Difficult to find relevant technical information”

Improvement : A “real librarian” Collection of readily available

technical information and resources

Physical space where people can go

Highly utilizedMeet Elly!

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“School of Cirrus Rocks”

a.k.a. “Culture Camp” for new employees

3-6 Months after hireReinforces our unique corporate

culture Utilizing the art of story telling

OnsiteInterview

OrientationWelcomeCalls

Welcome Bag

FreshFeedback

PEER andMentoring

CEO Lunch

Follow-up CultureTraining

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“SCHOOL OF CIRRUS ROCKS” VIDEO

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“Better Know a

Rock Star”

Game on internal website Helps employees get to

know one another

FreshFeedback

CultureTraining

And beyond

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And there’s more…

Free Gourmet Coffee and Food

Free Transportation for

Commuters

City Bike Share and

Bike Shop

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…and even more…

Monthly Concerts

and Weekly

Happy Hours

Free Exercise Classes

Valentines“Bailout”

“Hall of Fame”

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…and a little more

“Date Night” and

Employee “Meet-ups”

Kids Holiday Party Guitar Classes

Book Club

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Branding To Do ListEstablish your Vision, Mission and Core Values

Survey employees – providing them a forum to be heard

Look for themes that resonate with your organization and build a “brand” around it

It’s the small gestures that can make the biggest impactTake risks, be brave…be prepared to fail sometimes too

Measure everything

Continue to always reinforce the messages

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In the end…Do whatever it takes to get it done

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Q&A

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Candidate Welcome

Bag Samples