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

Posted by Mark Jackson on Wed, Dec, 28, 2016 @ 08:12 AM

saying i do to employee engagement.jpeg

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.

engagement_infographic_.jpg

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

 

 Related Posts: 

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

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

Employee-engagement-ROI.jpg

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.

engagement_infographic_.jpg

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

 

 Related Posts: 

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

Best Questions to see if Your Job Candidate Has a Positive Attitude

Posted by Mark Jackson on Fri, Feb, 19, 2016 @ 09:02 AM

job-candidates.jpg

Attitudes, we’ve all got them. Employers, job candidates and even employees have their own unique personality. When it comes to hiring, how do you decipher which job candidates have positive and productive attitudes when the most face time you receive is that of a short-lived interview? Uncovering a potential employee’s basic personality traits is no easy feat and to truly uncover one’s underlying personality traits and general disposition (whether it be sunny or muddled in grey-black clouds) is even more difficult.

Luckily you won’t have to sweat it for too long! In a recent Quora post, professionals in the HR world discussed just this situation.

This question originally appeared on Quora. Answers have been edited for clarity and brevity.

Q: What is the best question to ask in an interview in order to determine if a job candidate has good attitude?

“I ask candidates to explain their motivations in choosing to join and leave companies they've worked for, including their current employer. I find these simple questions reveal a lot about motivation and attitude.

Years ago I interviewed with a well known CEO and at the end he asked me "are you lucky?" I was taken aback, it was such an open ended question, but he didn't seem to want to volunteer more context. I gave him my honest perspective. Afterwards he told me the importance of attitude in his leadership team, and that is the question he uses to assess it. 

-John Ciancutti is an engineer and Chief Product Officer at Coursera

 

“Good attitude" is a commonly used phrase and I must confess that after years of interviewing it's still never clear this side of surly what it means.

The best way I know to do three things; how does the candidate interact and engage with you, how does s/he interact with other people with whom they've interviewed and interacted, and how do people describe how the candidate behaves if you get to the reference point.

There are people who appear to be positive and can-do's who turn snarky and snarly when they're "off camera." The only good way I know to make an accurate assessment is by collecting as much observational data as I can.

And as a by the way, I love collecting data from people like receptionists and recruiting coordinators; they have have dealt with lots of candidates, and their observations are usually spot-on.

-J. Mike Smith is a talent coach and a performance coach

 

 Tweet This: Some tricky ways to collect observational data:

 

Most people aren't ready to admit what they're bad at.  When I was a manager recruiter in another life, one of the key litmus test questions was getting a cogent and (perceptibly honest) answer to the unanswerable questions:

"Tell me about a time in a past assignment where you seriously messed up and had to be reprimanded and/or corrected?  Tell me about how you felt and what you did about that reprimand?"

Nobody in management has EVER made it to being a manager without screwing something up.  You can say you haven't, but I won't believe you.  Mess-ups are natural and a part of growth.  Most people cover up for them, deny them and aren't ready to answer these questions. A truly mature manager will admit it and answer honestly.  Only a very amazing liar will be able to come up with something on the fly (good for them), the rest of us will have to access memory and be direct about it.

-Dan Holliday, Corporate Recruiter 

 

Tweet This: "Nobody in management has EVER made it to being a manager without screwing something up." -Dan Holliday

 

Finding a candidate with a positive attitude during your initial interview can be accomplished in various ways: 

      Ask probing, emotion-based questions to elicit a telling response

      Use your gut, if the person seems to be “putting on a show” it can be a red flag.

      Look for genuine qualities, confidence and of course, honesty.

      Focus on which candidates seem unable to admit defeat or failure.

      Ask about former co-workers to determine positivity and cultural fit. 

New Call-to-action

Related Posts: 

Tags: Job Candidates