Keeping your employees engaged and satisfied throughout the entire recruitment process is an important aspect of Employer Brand. Read on to find out more…
One of the most common mistakes done by Human Resource Departments is viewing Employee Engagement and Recruitment as two separate tasks. Companies understand that employee engagement has an impact on their business, but the majority of today’s employees are not engaged at their work. Only 30% of employees described themselves as highly engaged in a recent Gallup report. The other 70% are either neutral or “actively disengaged” — willing to jump ship and/or do damage to their company. Building the groundwork for employee engagement starts when a person engages with an organization as a job candidate. Read this blog to find out more about how to improve employee engagement with the recruitment process.
Ways to Improve Employee Engagement
1. Show your people how they are going to have an impact on the company success
Rather than creating job descriptions that rattle off qualifications or ask candidates to pre-emptively check boxes, create a role narrative that tells a story. Communicate the bigger goal that you’re working on and how each person will contribute to that goal. Give an overview of what success looks like within the first 90 days as well as a ‘realistic job preview’ to help candidates understand what a day in the company’s life is truly like. Company’s success acts as an important driver of employee engagement and also helps enhance the employer brand.
2. Hire the right person for the job
Maintaining the quality of hire is just as important as is hiring the right person for the job. By selecting the right candidates during the recruiting process, you are building a team that will work together well on projects and assignments. Employee engagement is closely linked with team building, and engagement will automatically increase when employees are connected with their teammates. During the recruiting process, consider the attitude and personality of each employee that you are interviewing and make an informed decision, accordingly.
3. Be open and honest throughout your interview process
The interview process allows both parties to collect data on each other in order to make informed decisions. This encompases things like scope of role, range of responsibilities, internal salary benchmarking and benefits. Be very upfront about what you’ve got to offer and make sure to ask the right questions to the candidates. Make sure that in all your candidate and employee communications, you strive for open and honest two-way communications which also acts as an important factor affecting employee engagement.
4. Ensure a proper on-boarding
Once you have identified the right employees to hire, the next step is to make sure that you have an effective onboarding system in place. Onboarding helps with integrating the employee into the company culture, and the onboarding will have a direct result on how well the new employee fits in with the employee engagement initiatives. A good onboarding system will help new employees to quickly get up-to-speed on the policies and procedures within your administration. Make sure all HR new hire tasks are quickly handled in the beginning, to allow the employee to be ready to start into productive work as soon as possible.
5. Hire for long-term engagement
When you find yourself in the situation where you can’t find the right candidate for the job opening, then you should continue looking before you make the hiring decision. Even though it will delay the hiring process, it is better to make sure that you have someone who is a good fit for your business. If you are in a pinch, then you might be tempted to settle for a candidate who isn’t quite the right match for what you’re looking for. Even though the candidate might seem like they will be good enough for now, it can be a problem to hire someone without considering the long-term results that are possible from that employee.
6. Make sure to collect feedback
Collecting feedback from your candidates and employees is a very important step towards the improvement of the recruitment process of a company. All candidates, whether hired or not, should be approached via mail/texts for their open and honest feedback. This can help the company point out various inefficiencies in the different stages of the hiring pipeline and improve them for the future. Collecting feedback early on also helps to create a culture of feedback, so that when engagement surveys roll around, people know their voice will be heard and their feedback acted upon.
Your employees are the assets of your organization, and your candidates are the bearers of your employer brand in the outside world. Which is why it is important for any organization to keep their candidates and employees engaged and happy throughout the recruitment process and even post that. Hope you find it helpful and are able to improve employee engagement with the recruitment process.
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