How Assessments help companies make smart hiring choices

Posted by Mark Jackson on Thu, Oct, 13, 2016 @ 13:10 PM

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You might be surprised to learn that the country’s best salespeople hail from Iowa. Or that Oregon produces more CEOs than any other state. (We’d be surprised too, since we just made that up.) But what if you actually had predictive insight like that? What if you could screen applicants by certain indicative elements, in order to better predict their success with your organization? Well the fact is, you can. Employee assessment tools enable you to use key data points and predictive analytics to refine and improve your recruiting efforts. And when assessment tools are an integrated component of your recruiting solution, the value of both becomes even greater. Let’s learn more.

Assessments help you hire the best

Employee assessments and predictive analytics is changing the way organizations search for, find and retain top talent. When applied to recruiting, these tools help to:

  • Screen out candidates lacking key skills
  • Identify top talent that demonstrate the competencies required by the job
  • Provide further insight into key behavioral traits and motivators that individuals bring to the job
  • Identify benchmarks to invest in future recruitment efforts for certain skills

 

Assessments to help your team reach their potential

The value of employee assessments doesn’t end after the hire. You can continue to use various assessment tools to make smart investments in your team – helping every employee find and maximize their strengths. In fact, people who use their strengths every day are six times more likely to be engaged in their work and three times more likely to say they have an excellent quality of life. And we all  know how important employee engagement is.

When assessment tools are wisely used among your workforce, they help to: 

  • Increase motivation and team performance
  • Retain key members of staff
  • Develop cohesive leadership teams
  • Identify future leaders
  • Increase sales performance
  • Identify applicants’ strengths (and weaknesses) to better align future training

 

Integration leverages the power of assessments

Once you decide to embrace the value of employee assessment tools, you’ll need a place to securely store the data you’re collecting. That’s where the value of integration comes in. By integrating your recruiting/applicant tracking solution with your assessment solution, you have a single source for the insight and information about your applicants and your personnel. We currently partner with two employee assessment companies: Gallup and Predictive Insight, integrating their assessment tools into Cyber Recruiter, our recruiting/applicant tracking solution.

Integrating an applicant tracking solution like Cyber Recruiter with an employee assessment tool provides a streamlined assessment process, making the results of those assessments more functional, through the ability to: 

  • Directly take applicants to an assessment survey after they complete an online application
  • Email a link to the assessment survey to applicants as desired
  • View and share the results of the assessment survey from within Cyber Recruiter

We’d be pleased to share our experience with employee assessment integration. Contact us to start the conversation. For more helpful hiring insights, read our new article - Best Practices Guide - 4 Key Steps to Successful Talent Acquisition

 

 4 Key Steps to Successful  Talent Acquisition

 

Tags: Hiring, assessments, hiring assessments, recruiting, applicant tracking solution, applicant experience, employee engagement, cyber recruiter, integrated recruiting system

Saying “I do” to Employee Engagement - It’s a long-term commitment that starts with recruiting

Posted by Mark Jackson on Wed, Apr, 20, 2016 @ 10:04 AM

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Employee engagement is a workplace concept that refers to how committed employees are to their organization’s goals and values, and how motivated they are to contribute to the organization’s success. Research has shown that highly engaged employees: 

  • Are more customer focused, more creative at work, and take less sick leave
  • Care about the future of their organization and put in greater effort to help it meet its goals and objectives
  • Feel proud of the organization they work for, are inspired to do their best, and motivated to deliver
  • Are much less likely to leave the organization.

Perhaps it’s not surprising then, that companies whose employees express a high level of engagement are more profitable, have greater revenue figures, and have higher levels of customer satisfaction. A company that values its employees and invests in them right from the beginning is laying the foundation for high levels of engagement. Here are some ways your organization can begin building employee engagement during the recruiting cycle.

Meet Them Where They’re At

Social media has quickly become a powerful recruiting tool. In fact, a recent Aberdeen Group survey reported that 68 percent of “best in class” recruiters think social media is “crucial” to their recruitment strategies. Your company’s LinkedIn, Facebook, and Twitter accounts can help you spread the word about new job opportunities. They also help put a human touch on your organization, providing a way to introduce and showcase elements of your corporate culture and mission.

Respect Their Time

Strive to be an employer that respects candidates’ time and efforts by streamlining the application process. Post open positions to your company’s website and/or an online job board like Monster.com® and Careerbuilder.com®. Make it simple for them to apply to more than one position at a time. And, send an acknowledgement email letting them know that their resume was received. An applicant tracking and recruiting solution, like Cyber Recruiter, can automate and streamline these tasks, integrating them fully into your workflow.

Conduct Effective Interviews

An interview is the first impression for both employer and candidate. It’s not only a chance for you to assess the candidate; it’s also the candidate’s chance to observe your corporate culture. As many as 42 percent of companies now employee video conferencing (solutions like Spark Hire) in the interview process. This is a great way to give both parties that vital first impression without either of you incurring the expense of an in-person interview.

Make Your Proposal  

Once you’ve identified your next hire, make the proposal a good one. Prepare and send an offer letter along with onboarding forms. Applicant Tracking Systems (ATS) help speed and automate this part of the process, letting your candidate know you value them and respect their decision-making process. And of course, the applicants that were not selected deserve the same level of respect, so be certain you send them an email or letter as notification.

Prevent Information Overload

On your new employees’ first day on the job, don’t inundate them with paperwork. Much of the necessary information was gathered during the recruiting cycle, and if you’re using an ATS, that data can transfer seamlessly to your payroll and HRMS applications, eliminating the need for duplicate data entry. 

Use that first day instead to make the new employee feel welcome with an office tour, introductions to key personnel, and a welcome gift bag filled with product samples and company swag. 

Striving for high levels of employee engagement simply makes smart business sense. Think of employee engagement as a long-term, evolving relationship between your organization and your employees - one that begins long before the employee starts to work. By building employee engagement strategies into your recruiting methods, you are demonstrating that yours is a company that invests in its most valuable assets.

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For more valuable information about employee engagement and improving the talent acquisition process, check out our best practices guide - 

Best Practices Guide – 4 Key Steps to Successful Talent Acquisition

 

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Tags: company culture, employee engagement, candidate experience, Hiring, Job Candidates

How Gamification can Help (and Hurt) Your Employee Engagement

Posted by Mark Jackson on Wed, Feb, 25, 2015 @ 08:02 AM

Success stories touting gamification’s success abound. Recently, the spotlight’s been on companies like Dailybreak, who’ve used gamification to engage customers and reaped the incredible profits. As Dailybreak has shown, the market for gamification is huge, sparked by a series of successes in things like education and hurricane relief, as well as books touting the benefits of gamification. 

Gamification is being used in the world of work, so it’s important to HR professionals to understand what gamification can and can’t do for them. What is gamification? How can it help people work? What are its limitations and problems? How can we solve these problems or work around them? These are questions HR professionals should be asking themselves, as they’re important to knowing whether they should implement gamification in their own organizations. 

Gamification

 

Gamification and its benefits

In a nutshell, this is gamification: taking processes and tasks that may not be fun or engaging on their own and turning them into “games” by providing an extrinsic reward and motivation for completing these tasks. By providing a bonus that then ties into a larger reward system, employees are motivated to do better at these tasks or complete them more quickly.

Let’s take filing invoices or time sheets, for example. They’re tedious to do, very few people like doing them, and they have to get done. So rather than have workers lounge in the tedium of filling these sheets out, gamification would motivate workers to get them done more quickly by offering them a reward, like a gold star or the experience points you’d typically receive in a role-playing video game.

There’s evidence that gamification can work, too. Studies done at call centers have shown a 15% decrease in call time (which means getting through customers more quickly), an 8% increase in sales, and a 9% increase in customer satisfaction. This increase in quality work has caused 70% of employers in the Global 2000 to have gamified at least one process at their organization. It’s clear that not only gamification is popular, but it can also get results. 

 

Tweet This: 70% of employers in the Global 2000 have gamified at least one process at their organization.

 

Problems With Gamification

Unfortunately, while gamification can help accomplish a number of things from increasing call center productivity to lowering traffic speeds in Sweden, it may not be the best fit for the business world. While there are benefits to sign gamification properly, as many as 80% of the current gamification apps today are predicted to fail, mostly due to poor design. In studies where the use of gamification was monitored in an organization, participation rates in gamified tasks was 50% lower than those using peer recognition incentives for said tasks.

Gamification doesn’t seem to be a long-term solution, and in fact it could be problem. Take gamification’s application in education by organizations like Khan Academy. Some have pointed out that in the case of education, gamification is going further down the test-oriented path schools have been going down in recent years by focusing on results. It leads to kids focusing on answering test questions without really understanding the material. This may not be as problematic in the results-oriented world of work, but it could lead to employees not understanding material they’re being trained on and losing out on productivity long-term because they have to relearn processes. 

 

Tweet This: Companies that utilize recognition programs have 23% lower turnover than those that don't.

 

Finding a Solution

If gamification isn’t always the answer, what should employers do? Well, when you think about it, the gamification problem is really an engagement problem, and there are other ways to help there. For one, 76% of employees find peer recognition rewarding and more likely to motivate them. 90% say they’re more likely to work harder if their work environment were more fun, gamification or no.

Gamification, ultimately, is a means to an end: retention and engagement, which 78% of business leaders rank as important. So while it’s tempting to hop aboard the latest trends in making your employees work better, we should use them in moderation, and not as a panacea for a problem we could tackle in more specific ways (such as implementing more robust peer recognition programs). The #1 reason employees leave their jobs is because they don’t feel appreciated, and companies that utilize recognition programs have 23% lower turnover than those that don’t.

How effective is your training program? It’s time for you to take a second look.

Cyber Train Demo

Tags: cyber train, training, employee engagement, Employee Training, Gamification

Employees, Engage!

Posted by Maren Hogan on Tue, Jul, 16, 2013 @ 10:07 AM

small 40323936An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. Even from the definition, it is apparent that employee engagement benefits the individual as well as the organization. Enthusiastic employees are content, dedicated employess. Without passion, you're simply clocking in and clocking out. And that shouldn't be the goal for any employee or employer.

According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". The baby boomers had this engagment thing down. Known for their loyalty and work ethic, the boomers were and still are the leaders of employee engagement. But alas, they are quickly leaving our boardrooms, offices and factories. Soon, companies will lose their employee engagement leaders.

A concious effort to build employee engagement is vital to any company. Engaged employees invest effort, have an emotional bond to their organization, have higher retention levels and are more productive. So get to engaging.

 

The number one driver of employee engagement is the employees perception of their job importance. According to an Ivey Business Journal article, "...an employee's attitude toward the job's importance and the company had the greatest impact on loyalty and customer service than all other employee factors combined."

Employees want to know what's going on, they crave effective communication. It seems pretty common sense that lack of communication will inevitably lead to disengagement, frustration and isolation. But instead is it common practice for the employees closest to the action to divulge less and less information as it goes down the line. Consider your communications from the stance that employees want to be involved, they want to participate.

These communications include being crystal clear about job expectations. When an employee is unsure what is expected of them, they will become restless, find other things to occupy their time, and consider themselves a bad worker. This leads to resentment toward leadership. When an employee is given direction and expectations, they switch from simply surviving in their work environment, to being a part of the company's success.

Feedback, gratitude and constructive criticism open an important dialogue that promotes employee engagment. We have left common courtesies and manners in the dust when it comes to dialogue in the workplace. Yes, when an employee does their job, it is just that, their job, but that doesn't mean that a job well done should be ignored and paid off with a check. Verbalizing an employee's value, or even projected value, reinforces their drive, and creates motivated workers.

 The number one driver of disengagment is poor employee-manager relationships. This problem accounts for an astounding 49% of disengaged employees. This particular study also broke this area down into smaller parts. 

-11% of these employees are specifically disengaged with direct management, and not senior leadership. This indicates that it's not the company that they take issue with, but it is more specifically a toxic relationship with direct management.

-15% report lack of accountability, communication, direction and feedback from their managers. Combat this by setting goals, again, making expectations clear, and holding employees accountable.

-12% are wanting recognition, and the promotion of teamwork from their managers. These managers need to support healthy workplace relationships and cater to the more person needs of their employees.

-This last group wants more respect and more autonomy. It's is often the case that the type of manager that lacks in these areas are also the type that are good at holding employees accountable. Throughout the employee engagement process, a good balance should be in the forefront of the manager's mind.


photo credit: noizyboy via photopin cc

Tags: cyber recruiter, company culture, employer brand, employee engagement