By Maren Hogan
Picography / Pixabay
There’s little doubt that employee engagement has been in a difficult place the last few years. And, Gallup’s State of the American Workplace report doesn’t paint a prettier picture, telling us that only 33% of employees are engaged in their job and a whopping 51% are actively looking for new employment. And what’s worse, a large majority of employees are not only unhappy at work, but quite a few are ready to sabotage the company they are unhappy within. Additionally, companies face the knowledge that organizations with a low level of employee engagement see a 33% decrease in operating income.
This knowledge has inspired amazing initiatives leaders hope will fill employees with a renowned sense of satisfaction and organizations are taking critical looks at performance management processes, considering real-time/increased feedback initiatives and even establishing employee appreciation programs.
But, while these are important to the continued health of professionals, the truth is that some of the responsibility of engagement falls to the shoulders of the employee. Yes, that’s right. Not every engagement problem is because of management. Sometimes, it’s simply a case of the wrong employee in the wrong place at the wrong time.
This is why talent acquisition can play an essential role in increasing employee engagement by using recruitment tactics help discover candidates who, with the right guidance, have the proven potential to be highly engaged employees. Here’s how we do it at Red Branch Media:
1. Create a candidate experience that reflects your company culture
I mentioned that engagement is a shared responsibility. For example, it is up to the employee to do their best work, communicate challenges with leadership and choose the appropriate attitude for approaching various situations with teammates and projects. However, in order to set that expectation for new employees, It’s important to communicate how your company works and set the right expectations during the hiring process.
At Red Branch, hiring is a step-by-step process that allows me to add a personal touch to each communication with my candidates. In the first few stages, I’m looking at resumes and considering where the individual will fit and then scheduling phone screenings. From there, we invite the candidate into the office to meet with the team. This happens, if scheduling allows, within 1 to 3 weeks of receiving a resume. If it at any point the candidate doesn’t seem to be a fit, then there’s no hesitation to say so. Leaving a candidate in limbo for fear of giving a little rejection hurts their ability to find the right job and my ability to sleep at night.
Keeping to this fast turnaround and back and forth communication for the first few weeks of the getting to know you stage primes the engaging piece of the relationship. When you’re quick to hustle the scheduling Go to the full article.
Source:: Business 2 Community