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HomeRecruitmentUtilizing Worker Engagement Surveys to Drive Recruiting – ERE

Utilizing Worker Engagement Surveys to Drive Recruiting – ERE


What’s probably the most interesting facet of working at your organization? Is it the hip cafeteria? Is it your model recognition within the business? Is it your place as a market chief? Is it the one-on-one consideration that workers obtain from their managers?

I’m positive that the majority readers have a prepared reply. However right here’s the kicker: No matter your reply, there’s a very good likelihood that you just’re incorrect.

Until you’re conducting detailed surveys or focus teams of candidates, you’re in all probability solely guessing as to what attracts your future hires to your group. Positive, you could get some anecdotal suggestions from the occasional candidate, however are you gathering knowledge from nearly all of your candidates?

The examine “Why New Hires Fail” revealed that solely 20% of firms have completely outlined the attitudes and traits that separate their tradition from different organizations. Each firm makes a pitch touting its benefits, however most haven’t backed up that pitch with something resembling data-driven analysis.

Luckily, practically all organizations have a prepared supply of knowledge about what workers like (and dislike) about your organization. There’s a doc floating all through your govt ranks that particulars one of the best and worst features of being an worker at your group. It’s your worker engagement survey. And whereas it’s not often used as a recruiting instrument, it usually incorporates a wealth of perception into find out how to recruit the subsequent era of workers.

To be honest, most firms don’t use their worker surveys to enhance worker engagement, so it’s no small surprise that the majority recruiters don’t avail themselves of the info. A current examine on worker surveys found that solely 22% of firms are literally attaining constructive outcomes from their surveys. And solely 29% share the survey outcomes with their workers. 

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You will have to dig a bit to get the info. However when you’ve obtained it, have a look at the very best and lowest scores in your firm. Maybe your workers are extremely essential of the communications coming from the manager workforce however love the one-on-one interactions with their direct managers. Or perhaps your workers suppose that the corporate stinks at offering work-life steadiness however does a fantastic job of delivering profession development alternatives.

Take your highest and lowest scores and use them as your preliminary factors of emphasis and de-emphasis in your recruiting pitches. If your organization delivers nice alternatives for profession development, make that the lead in your recruiting pitch. Then, when you’ve obtained quite a lot of candidates within the funnel, you can begin to additional filter that candidate pool by doling out tidbits in regards to the lack of work-life steadiness. You don’t wish to present a lot negativity that you just lose nearly all of your candidates, however present sufficient realism that 10% to twenty% of your candidates decide out.

The secret’s to make use of the precise experiences of your workers to drive your recruiting pitch. One examine discovered that solely 39% of firms say their recruiting course of represents their employment model. The issue with inauthentic recruiting pitches is that, in an period of social media, it’s simple for candidates to find the reality about your work surroundings. So use actual knowledge, share precise statistics with candidates, and construct your pitch on a practical basis.

Most organizations conduct an annual worker survey (or one thing fairly shut). Hidden inside that report doc is a treasure trove of knowledge about what workers like and dislike about your organization. Somewhat than fabricating a recruiting pitch, use real-life knowledge out of your precise workers. You’ll discover that your recruiting pitch is way extra genuine, sensible, and simpler to create.

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